ITW Automotive
Division HR Director
ITW Automotive, Glenview, Illinois, United States, 60025
Job Description
The HR Director is a critical leadership role for the Seats Division and is responsible for a wide range of functions including HR strategy, organization design and effectiveness, talent management/employee development, compensation, employee relations, HR policies and procedures, HR legal compliance, and organizational culture. This role ensures HR strategy aligns with ITW’s Enterprise strategy and the Division’s strategic plans. This leader will work with cross-functional teams across 3 locations within the US to implement the relevant people initiatives that will help exceed the operational objectives of the division.The Division HR Director will report to the Seats VP & GM.Key Responsibilities:
Partners with VP/GM and actively participates with business leadership in strategy development and operational planning for the division.Develops actionable HR strategies and tactical plans to support the achievement of divisional goals. Works cross-culturally to achieve business outcomes and improve organizational effectiveness.Partners on long-range and annual plan development. Identifies implications for organizational strategy along with recommendations to support longer-term business growth. Collaborates with management to identify change management implications and leads change.Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively, including evaluating work structure, job design, manpower forecasting, interdependencies, and role and responsibility clarity.Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.Develops competency frameworks with a focus on Sales, Engineering, and Innovation to further build capabilities within the division that can fuel aggressive growth.In concert with management, builds and champions a positive employee culture. Champions inclusion and diversity strategies and plans. Provides high-touch HR support to the business.Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select, and onboard talent. Coaches business leaders and their teams on the development of others to advance movement of talent across business groups.Develops and administers job evaluations and annual merit review programs, using relevant market data as needed, to maintain competitiveness.Builds and drives employee engagement. Advises and coaches managers on resolving employee issues. Manages complex or significant employee relations issues.Directs, recommends, and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance including equal employment opportunity/affirmative action, wage and hour, and work authorization.Builds a high-performing HR team across the US locations and develops a strong HR talent pipeline.
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The HR Director is a critical leadership role for the Seats Division and is responsible for a wide range of functions including HR strategy, organization design and effectiveness, talent management/employee development, compensation, employee relations, HR policies and procedures, HR legal compliance, and organizational culture. This role ensures HR strategy aligns with ITW’s Enterprise strategy and the Division’s strategic plans. This leader will work with cross-functional teams across 3 locations within the US to implement the relevant people initiatives that will help exceed the operational objectives of the division.The Division HR Director will report to the Seats VP & GM.Key Responsibilities:
Partners with VP/GM and actively participates with business leadership in strategy development and operational planning for the division.Develops actionable HR strategies and tactical plans to support the achievement of divisional goals. Works cross-culturally to achieve business outcomes and improve organizational effectiveness.Partners on long-range and annual plan development. Identifies implications for organizational strategy along with recommendations to support longer-term business growth. Collaborates with management to identify change management implications and leads change.Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively, including evaluating work structure, job design, manpower forecasting, interdependencies, and role and responsibility clarity.Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.Develops competency frameworks with a focus on Sales, Engineering, and Innovation to further build capabilities within the division that can fuel aggressive growth.In concert with management, builds and champions a positive employee culture. Champions inclusion and diversity strategies and plans. Provides high-touch HR support to the business.Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select, and onboard talent. Coaches business leaders and their teams on the development of others to advance movement of talent across business groups.Develops and administers job evaluations and annual merit review programs, using relevant market data as needed, to maintain competitiveness.Builds and drives employee engagement. Advises and coaches managers on resolving employee issues. Manages complex or significant employee relations issues.Directs, recommends, and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance including equal employment opportunity/affirmative action, wage and hour, and work authorization.Builds a high-performing HR team across the US locations and develops a strong HR talent pipeline.
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