Dynisco
Global Director of Human Resources
Dynisco, Franklin, MA, United States
Position Overview
The Global Director of Human Resources will serve as a key strategic leader, responsible for developing and executing the global HR strategy aligned with Dynisco’s overall business objectives. Reporting directly to the President, this role will partner closely with the senior leadership team to drive organizational performance, employee engagement, and business growth across multiple regions. The Global Director will oversee all aspects of human resources management, including talent acquisition, employee development, performance management, compliance, and collaboration with Indicor’s Corporate HR organization.
This position requires significant experience in a unionized production environment, with the ability to build and maintain trust with union leadership. Additionally, the role will focus on leading change management initiatives and cultivating a global culture of trust, partnership, and teamwork across Dynisco's globally dispersed team, which spans North America, Europe, and Asia, including key sites in Massachusetts, Germany, and Malaysia.
Essential Job Functions and Accountabilities
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
The Global Director of Human Resources will serve as a key strategic leader, responsible for developing and executing the global HR strategy aligned with Dynisco’s overall business objectives. Reporting directly to the President, this role will partner closely with the senior leadership team to drive organizational performance, employee engagement, and business growth across multiple regions. The Global Director will oversee all aspects of human resources management, including talent acquisition, employee development, performance management, compliance, and collaboration with Indicor’s Corporate HR organization.
This position requires significant experience in a unionized production environment, with the ability to build and maintain trust with union leadership. Additionally, the role will focus on leading change management initiatives and cultivating a global culture of trust, partnership, and teamwork across Dynisco's globally dispersed team, which spans North America, Europe, and Asia, including key sites in Massachusetts, Germany, and Malaysia.
Essential Job Functions and Accountabilities
- HR Strategy & Leadership:
- Develop and implement a global HR strategy aligned with business goals to drive organizational performance and growth.
- Act as a strategic HR partner to the President and senior leadership team, providing insight and guidance on all people-related matters.
- Collaborate closely with the Indicor Corporate HR team to ensure alignment with broader organizational goals and policies.
- Lead global HR operations, ensuring consistency and cohesion across all regions (North America, Europe, Asia).
- Champion change management efforts to support organizational transitions and foster a global culture of trust, collaboration, and teamwork.
- Union Relations:
- Provide leadership in a unionized production environment, fostering strong, trust-based relationships with union representatives.
- Partner with union leadership to negotiate agreements and resolve labor issues while maintaining a positive and collaborative working environment.
- Talent Acquisition & Development:
- Drive talent acquisition strategies to attract and retain top talent globally.
- Lead initiatives for employee development, training programs, and career progression to enhance skills and promote employee growth.
- Create programs to foster leadership development, mentorship, and employee engagement.
- Diversity and Inclusion:
- Lead efforts to foster an inclusive and diverse workplace that values different perspectives, experiences, and backgrounds.
- Develop and implement programs that promote inclusivity across all levels of the organization, ensuring a culture where every employee feels valued and included.
- Collaborate with senior leadership and the Indicor Corporate HR team to align diversity initiatives with business goals while focusing on creating an environment that supports innovation, collaboration, and respect.
- Performance Management:
- Oversee the performance management process, ensuring it is effective and aligned with company objectives.
- Partner with management to create performance metrics that drive success and accountability at all levels of the organization.
- Employee Relations & Compliance:
- Act as a trusted advisor to management on employee relations, providing guidance on conflict resolution, disciplinary actions, and workforce issues.
- Ensure HR policies and procedures comply with local, state, and federal regulations in all regions.
- Manage and mitigate legal risks related to employment, working closely with the legal team.
- Compensation & Benefits:
- Oversee global compensation and benefits programs, ensuring they are competitive and support employee well-being.
- Conduct market research to ensure Dynisco remains an employer of choice through fair, equitable compensation and benefits packages.
- Organizational Culture:
- Partner with leadership to foster a culture that promotes innovation, collaboration, and high performance.
- Lead employee engagement efforts and develop strategies to increase employee satisfaction and retention.
- Bachelor's degree in Human Resources, Business Administration, or a related field (Master’s degree preferred).
- Minimum of 10 years of progressive HR experience, with at least 5 years in a global leadership role.
- Proven track record of developing and executing HR strategies in a multi-national organization, with experience working across regions (North America, Europe, Asia).
- Strong experience in unionized production environments, with the ability to build trust and foster positive relations with union leadership.
- Demonstrated experience in leading change management initiatives and building a global culture based on trust, partnering, and teamwork.
- Experience collaborating with corporate HR organizations, ideally within a larger parent company structure.
- Comprehensive understanding of global HR laws, regulations, and best practices.
- Exceptional leadership, communication, and interpersonal skills.
- Ability to work in a fast-paced environment, balancing strategic and operational responsibilities.
- Be part of a global leader in the polymer industry.
- Work closely with senior leadership to drive impactful HR strategies.
- Competitive compensation and benefits package.
- Opportunity to influence growth and innovation on a global scale.
- A collaborative culture focused on employee development, inclusion, and operational excellence.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)