Executive Job Description | Provide Leadership, Support And Coordination of Companywide Human Resources and Human Capital Management across the Organization.
Partner in the Development and Implementation of Human Resources Strategies, Solutions, Programs, Policies and Practices.
Assist Vice President, General Counsel, Human Resources Affairs in All Human Resources; Human Capital; Employment/Labor Law; Safety, Health, Compliance, Security and Environmental-Related Matters.
Add Consistent Value; Deliver Consistent Results with Expectation of Succeeding Vice President Within Five Years.
PRIMARY RESPONSIBILITIES
- Sustain and Perpetuate Company’s Culture; Act as Custodian of Company’s Culture; Manage Culture as Sustainable Competitive Advantage; Support Chief Culture Officer [ VP, General Counsel, HR Affairs ]...
- Provide Leadership and Support to Companywide Recruitment/Selection Strategy. Support Chief Gatekeeper [ VP, General Counsel, HR Affairs ]
- Embrace NO INJURIES Strategy; Drive Companywide Behavior-Based Safety Program...
- Oversee Self-Funded as well as Fully Insured Workers Compensation Strategies and Costs
- Ensure Compliance with Wage/Hour and Employment Status Laws, both Federal and State
- Partner with Leader of Aggressive Companywide Training and Development Strategy:
- Provide Leadership and Oversight to companywide HRIS Functionality and Report-Writing with Global HRMS Component
- Manage Companywide Performance Management Strategy ( eAppraisals ) Aligned with Mission Statement, Values and Core Competencies
- Manage Companywide Talent Management Deliverables in Conjunction and Aligned with Global Talent Management Strategy
- Ensure Environmental Compliance; Drive Green-Linked Initiatives
- Focus on Co-Worker Engagement and Retention Strategies; Reduce Turnover at All Levels
- Safeguard Company Assets: Drive Companywide Confidentiality Initiatives; Trade Secret; Restrictive Covenant and Non-Compete Strategies
- Experience Managing External Attorneys and Consultants
- Participate, when requested, with global Human Resources Leadership Team [ HRLT ]
- Oversee Compensation Programs and Strategy: LTIP; MIP; MIP Equity; MBO and Discretionary Initiatives in Conjunction with Total Rewards Strategy
- Develop Group Benefit Design Strategy and Competitive Costing for Host of Self-Funded as well as Fully Insured Plans in Conjunction with Total Rewards Strategy
- Provide Restructuring Advice and Counsel; Implement Individual and Collective Separation and Exit Strategies When Appropriate
- Oversee Security and Governmental Compliance at All Levels
- Oversee Editing and Publishing of Newsletter
- Drive Equal Employment Opportunity and Companywide Commitment to Fair Employment Policies. Manage Diversity. Ensure EEO Compliance. Publish Annual Affirmative Action Programs
- Draft and Execute Separation Agreements And General Releases/Waivers for Departing Co-Workers
- Select and Manage Outside Counsel When Necessary
- Negotiate and Administer Collective Bargaining Agreements; Maintain Union-Free Status of Non-Represented Operations
- Provide Leadership and Support to Grievance Disputes of Represented Co-Workers; Resolve and Provide Creative Solutions to Disputes Involving Non-Represented Co-Workers
- Leverage Technology to Lift Human Resources Management and Administration to Next Level
- Recommend and Maintain Organizational Structure and Staffing Levels to Accomplish Company Goals And Objectives
- Identify and Recommend HR Outsourcing opportunities; Negotiate with Potential Providers
- Research, Recommend and Publish Ongoing Policies and Procedures, Both Companywide and Regional
- Elevate Human Resources to Next Level. Focus on Where HR Needs to Be; Not Where it’s Presently At
KNOWLEDGE AND SKILL REQUIREMENTS
Experience in overall HR strategic planning and execution.
Knowledge of contracting, negotiating, and change management.
Understanding of federal, state, and local employment/labor laws including wage/hour; collective bargaining; fair employment; affirmative action; confidentiality/non-compete; leaves of absence; workers compensation; retirement defined contribution plans; employment status and immigration.
Ability to analyze and assess training and development needs.
Knowledge of organizational development theory and practices.
Experience in design, development and implementation of compensation plans and benefit programs.
Ability to negotiate and manage collective bargaining agreements and alternative dispute resolution processes.
Familiar with HRIS functionality and report-writing.
Experience in examining, re-engineering, locking down processes and procedures; formulating policy; developing and implementing new strategies; achieving measurable outcomes.
Duties require professional written and verbal communication and interpersonal skills.
Ability to motivate HR leadership teams to produce quality materials within rigid timeframes and simultaneously manage several projects.
Ability to participate in and facilitate group meetings.
These broad accountabilities are normally acquired through a combination of between six and ten years experience as a proven Human Resources leader along with commensurate legal experience as an employment/labor attorney in a corporate law setting or the practice of law. An appropriate graduate degree would be considered as an alternative to and substitute for a J.D. Degree.
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