HR

Job #105
EMPLOYEE RELATIONS MANAGER - HARRISONBURG, VA
We have an Employee Relations Manager position in Harrisonburg, VA. They offer excellent salaries, benefits and bonuses and perks and they will pay interviewing and relocation expenses. This is a permanent position. Let this be the first step with a dynamic corporation that encourages internal promotions and allows you to relocate within their organization!
This is a multi-billion dollar company and the largest company in its' business. The are easily recognized by everyone, and highly respected. They are one of the most successful companies in their industry and are constantly ranked as a top firm. This position manages the Associate/Employee Relations function in order to ensure effective associate/labor relations. Provides counseling to all levels of associates regarding conflicts/problems that arise in the workplace. Ensures that all Managers/Supervisory staff members are trained in and understand and comply with all legal/contractual issues. Maintains positive labor relations between facility Management and the Bargaining unit. Interfaces and works in partnership with Shop Stewards to resolve problems between Union and Management prior to grievance. Attends all arbitration hearings. Maintains non-union status within designated areas. Person should have strong communication skills, organizational skills, be a motivator and be able to delegate. Ideally 5 years of HR including 2-3 years of management is what they desire. Recent union experience is required as is current experience in a plant or distribution center. In addition, your experience must include managing an employee population of at least 500 associates. Because our client strongly believes in "promoting from within", you must be able to commit to relocation within the US within 18-24 months. There is only occasional travel. A stable job history is mandatory.
Please call or email for more information: 800-626-8808 or coleen@dpjobs.com

Job #112
DIRECTOR HUMAN RESOURCES - IRVINE, CA
We are seeking a Senior Director, Group HR Business Partner with a broad Human Resources background and a demonstrated track record of success in a fast paced, high tech work environment. The Broadcom culture requires an assertive and flexible individual that is proactive in communications and able to develop effective relationships at all levels within the company. Specific responsibilities include: This senior HR Leader supports multiple business and functional groups in the company. Works closely with executives at multiple sites to provide strategic direction on business group initiatives including talent management, coaching, employee relations, staffing, talent and performance management, training and employee engagement. - Oversees investigations and make recommendations as appropriate. - Manages HR generalists at multiple sites. - Provides leadership in compensation and total rewards strategies for the global Group workforce. - Participates in creating staffing plans and in the selection of key new hires/internal transfers/promotions. Reviews and approves offers. * Leads succession planning efforts for the Group(s). - Actively participates in corporate HR initiatives (i.e., employee engagement, performance management and development, M&A, special projects). - Trains, educates and disseminates information to appropriate levels within the organization. The Senior Director, Group HR Business Partner works closely with the senior management team to provide HR leadership, anticipate employee and organizational issues, make recommendations and implement solutions to attract, motivate, develop and retain key employees. The scope of responsibility will be both tactical and strategic. Job Requirements : The position requires effective and multilevel communication skills and demonstrated ability to solve complex problems quickly and creatively. The ideal candidate is business minded, comfortable dealing with executives as well as employees in all company functional areas regarding all aspects of HR. Demonstrated ability to keep a clear head in the midst of a complex technical environment. - A demonstrated leader in HR * An HR strategist willing to handle tactical HR projects as necessary. - An assertive, flexible and common-sense work style that is proactive in communications and effective in building relationships at all levels within the company. - Solid analytical skills and demonstrated ability to solve problems quickly and creatively. - Excellent written and oral communication skills with an open and collaborative work style. * Must have proven ability to influence at all levels of the organization. * Demonstrated ability to lead change management efforts. - A high level of maturity to independently manage multiple ongoing HR issues and complex employee related matters. - Sophistication in training and developing employees and creating succession plans. - Demonstrated track record in managing and developing a diversified team of HR professionals * Demonstrated ability to effectively partner and liaise between line management and corporate organizations * Global HR management understanding and experience highly desirable. - Flexibility and willingness to travel, both domestic and internationally, approximately 20%. Requirements: A BS degree in a related field plus a minimum of 15+ years of progressive responsibility in HR management experience, with solid international experience. MUST be from a high growth, high tech work environment. MUST be "A" player, rising star Strong executive presence and influencing skills. <>

Job #122
HR BUSINESS PARTNER - FREEPORT, TX
Description

RESPONSIBILITIES

Connecting business strategy & people strategy
-Contribute to business strategy by helping business leaders to identify, prioritize and build organizational capabilities, behaviors, structures and processes.
-Support line managers in forecasting and planning their talent pipeline requirements in line with the function/business strategy.
-Drive implementation of long-term initiatives aligned with the strategic agenda.
-Identify new opportunities where HR can add value to the business.
Talent management & development
-Help business unit leaders to provide employees with development opportunities and ensure that they are able to meet current and future performance standards.
Culture development & management
-Provide expert advice and coaching to managers and employees, when appropriate.
-Understand employee opinions and anticipate their needs and concerns.
-Ensure that a strong leadership and coaching culture permeates the organization.
HR Service Delivery
-Review and benchmark the internal and external environment to improve HR policies and initiatives.
-Act as a liaison between client organization and HR service platform to ensure that HR services are aligned with internal client needs.
-Maintain knowledge of progressive HR practices and key trends.
-Ensure timely completion of annual HR processes (Performance evaluation, salary administration, talent planning, etc.)
-Ensure adequate staffing of client organizations.
-Effectively partner with HR Centers of Excellence to provide customer solutions.
Other
-Manage specific projects as determined in the annual HR operational plan and participate in functional and cross-functional initiatives.
-Manage & develop HR staff.

Qualifications

EDUCATION AND EXPERIENCE

-10+ years of directly-related HR experience, to include generalist support of commercial & manufacturing client groups and work in a multinational corporate matrix environment.
-4-year college degree required; prefer Master's or MBA. BASF recognizes Institutions of Higher Education which are accredited by the Council for Higher Education Accreditation or equivalent.
-Sound knowledge of HR fundamentals.
-Strong track record in organization development/effectiveness and change management, particularly in conception and successful implementation of targeted initiatives.
COMPETENCIES
-Substantial business acumen
-Clear, comprehensive understanding of the link between HR and business strategy.
-Ability to develop clear, actionable steps in support of an overall business strategy.
-Results-driven.
-Ability to engage, inspire and influence people.
-Effective team player
-Strong interpersonal, communication and customer service skills.
-Significant knowledge of HR policies and processes.
-Ability to prioritize and plan work activities, to use time efficiently and to make timely decisions.
-Proficient in Microsoft Office.

Job #101
VP HUMAN RESOURCES - CANTON, MS
The purpose of this position is to provide HR services to three US and one Canadian Location. Key focus areas include labor relations for the network, staffing, talent and culture. Key business partner with the VP, Distribution. Position will also provide direct HR Generalist support to the Canton, MS distribution center.

- Develop and execute, in conjunction with Sr. Director, the labor and bargaining strategies for the three U.S. and one Canadian distribution centers
- Primary contact point for VP-Distribution
- Responsible for the creation of the North American and local bargaining strategies for Distribution
- Work with the Senior HR Director to help establish longer-term labor strategy
- Responsible for leading Distribution HR Managers on day-to-day labor relations and Human Resources practices
- Provide HR Generalist support to the Canton, MS distribution center
- Collaborate with HR colleagues and service providers to assess organizational effectiveness and to build the HR business plan supporting the overall business strategy
- Lead the implementation of the HR business plan and the delivery of all HR-related programs and services
- Foster a "performance and results-oriented" culture through effective coaching and implementation of the performance management process and tools
- Drive the business unit talent agenda by ensuring thoughtful assessment, people development and bench/succession planning
Oversee the planning and implementation of business capability improvement initiatives
- Lead implementation of company-wide foundational capability initiatives within client groups
- Manage key talent acquisition activities including workforce planning, recruitment and business-specific initiatives (e.g. internships)
- Support business unit and company-level change efforts by leveraging tools, training and resources
- Build team effectiveness by designing and delivering small scale, organizational interventions specific to the unique requirements of the business unit
- Provide coaching and counsel to business leadership teams on a broad array of HR and employee relations issues based on an understanding of the business strategy, industry practices and labor market considerations
- Ensure that all human resources practices are in compliance with regulatory and legal requirements, company standards and values

Basic Qualifications
- Bachelor's degree in business, HR or related field. Masters degree preferred
- Minimum 7-10 years experience as a Human Resources generalist with the following demonstrated experiences required:
      - Supporting a unionized workforce
      - Serving as a lead (or very strong second) labor relations person responsible for negotiating contracts, working with business leaders to establish bargaining strategies, handling grievances, etc.
      - Developing intricate bargaining strategies based on the needs and strategies of the business
      - Being sole/lead HR Generalist in a facility
      - Being the primary HR contact for a senior business leader
      - Demonstrated team leadership of others in remote locations

Additional Qualifications
- Strong leadership ability to champion important issues as well as work collaboratively with business and HR partners
- Proficiency to diagnose organizational issues and prescribe effective solutions
- Ability to understand and implement business strategy and to deliver supporting HR programs and practices
- Expertise in leading and managing education and learning initiatives
- Ability to inspire confidence and quickly capture the trust and respect of the leadership team, HR peers, and employees
- The combined capabilities to think and act strategically while managing the details of program and policy delivery

Knowledge, Skills & Abilities
- Understanding of federal, state and local regulations related to EEO, staffing, FMLA, worker's compensation, etc.
- Understanding of labor law and practices
- Understanding o labor negotiation techniques
- Ability to identify connections between issues and drive to a solution that is appropriate given these connections
- Ability to identify business needs (both strategic and tactical) in order to develop bargaining strategies
- Strong understanding of the various HR disciplines (i.e. training, compensation, staffing, etc.), their appropriate uses and which ones to leverage in which situations to achieve the optimal results
- General understanding of change management and how to leverage these principles to ensure successful implementation of business initiatives
- Ability to identify root causes of issues and develop solutions to address (ie. Critical thinking)
- Ability to identify wider implications of various courses of actions and involve appropriate stakeholders
- Ability to influence at various levels in the organization
- Ability to build and leverage cross-functional relationships

20% travel is required