Executive Job Description | THE COMPANY
Our client is a branded food processing company, producing primarily value added offerings under the company’s well established and well-recognized brand. Annual sales of all products exceed $550 million and the principal product lines are distributed nationally.
The company operates two manufacturing sites, total employment exceeds 650 and it ranks in the top quartile nationally among 25 branded packaged foods companies in employee productivity.
Enhanced productivity resulting from greater manufacturing efficiencies, management’s continued pursuit of the development of empowered, cross-functional work groups and a highly trained professional workforce will help to ensure that future growth is profitable.
THE POSITION
The Vice President, Director of Human Resources is a newly defined role reporting directly to the President and COO. The Director’s primary charter is to provide leadership in refining and maintaining the organizational environment so that it continues to attract, retain and develop a diversity of talent and delivers both collective performance and employee satisfaction.
It is fundamentally a strategic role. Sitting with the peer "C" level leadership and the President it is expected to bring an additional functional contribution to the dialogue and deliberation in a highly collaborative forum. The Human Resource leader must foster a highly visible and approachable resource that is known to be receptive and responsive to all members and associates in the company. The department programs and processes must be proactive and anticipate as well as respond to the organizations needs.
Administratively, the Director of Human Resources will manage the traditional functional responsibilities of recruitment and employment, wage and salary management, incentive compensation, organizational development and training, safety and health, benefits and employee services. The Director will lead a department of six people, currently Managers of Compensation, Benefits and Recruiting and of Organizational Development, a Benefits Administrator, Corporate Recruiter and a Communications Coordinator.
CANDIDATE SPECIFICATION
MANAGEMENT/TECHNICAL EXPERIENCE
The ideal candidate will be experienced in the following areas:
• Succession planning and leadership development
• Employee development and training programs
• Performance Management
• A working understanding of defined benefit and defined contribution plans
• Compensation systems (hourly and salaried)
• Corporate Communications initiatives
• Employee recognition and special events
EDUCATION CREDENTIALS
• Undergraduate degree in Human Resources Management or Business.
• Advanced degree strongly preferred.
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