Regal Rexnord
Vice President, Human Resources
Regal Rexnord, Milwaukee, Wisconsin, United States, 53244
SCOPE OF LEADERSHIP ROLE
Reporting to the President for the Couplings and Gearing division, and functionally to the VP, HR for the Industrial Powertrain Solution segment, which is comprised of approximately 4,000+ associates across 30 global manufacturing sites, producing ~$1.35 billion in revenue. The location for the role will be in Milwaukee, WI. The VP of Human Resources will provide leadership and direction to the divisional global HR team as well as serve as a key business partner to the Division President and VP/GMs, as a member of the Leadership Team.
A key influencer of Regal Rexnord’s short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. This HR leadership role will provide thought leadership in shaping and leading the next phase of growth for this division by ensuring the right leadership talent exists today and for the future.
Also, an important member of the Divisions leadership team, contributing to the division’s business strategy, direction and overall effectiveness. This is a
hands-on role
that is responsible for leading the execution of the division’s full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.
KEY RESPONSIBILITIES
Workforce Planning
Conducts workforce planning based on division strategy and leverage data and analytics to identify priorities.
Assesses needs across the division; identifies implications from a talent, structure and skills requirements.
Develops plans to optimize structure and resource allocation.
Talent Management/Leadership Development/Diversity & Inclusion
Develops and leads the divisions talent management to build a more robust pipeline of diverse leadership talent.
Facilitates the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to leadership.
Manages the talent review and succession planning process within the division; provides expertise and guidance to the business leadership and HR teams.
Leads and participates in the talent acquisition of key divisional leadership positions.
Implements actions to create a highly engaged, high performing, and inclusive work environment across the division.
Demonstrates the use of 80/20, continuous improvement and delivers results aligned with the segment and enterprise HR strategy, including KPIs.
Functional Expertise
Based on previous HR Business Partner experience, provides hands-on coaching to business unit and site HR leaders.
Ensures strong HR capabilities are within the division; leads in the selection, development and evaluation of HR talent.
Provides strong oversight on daily or complex employee relations investigations and resolution of major issues.
Advises and coaches the division’s HR leaders, business leadership and line management on appropriate HR practices and policies; insures implementation and compliance.
Identifies opportunities to simplify processes and enhance value of HR to the business.
PROFESSIONAL EXPERIENCE/QUALIFICATIONS
Bachelor’s degree required in Human Resources, Organizational Effectiveness or related field. Master’s degree and/or MBA highly preferred.
12 years HR business partner experience; preferably within a global industrial manufacturing environment. 3+ years’ experience managing a global HR team.
Demonstrated track record of partnering with senior leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation.
Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.
Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
Ability to travel up to 40% domestically and globally.
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Reporting to the President for the Couplings and Gearing division, and functionally to the VP, HR for the Industrial Powertrain Solution segment, which is comprised of approximately 4,000+ associates across 30 global manufacturing sites, producing ~$1.35 billion in revenue. The location for the role will be in Milwaukee, WI. The VP of Human Resources will provide leadership and direction to the divisional global HR team as well as serve as a key business partner to the Division President and VP/GMs, as a member of the Leadership Team.
A key influencer of Regal Rexnord’s short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy. This HR leadership role will provide thought leadership in shaping and leading the next phase of growth for this division by ensuring the right leadership talent exists today and for the future.
Also, an important member of the Divisions leadership team, contributing to the division’s business strategy, direction and overall effectiveness. This is a
hands-on role
that is responsible for leading the execution of the division’s full scope of talent acquisition, workforce planning, leadership development, building a high-quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.
KEY RESPONSIBILITIES
Workforce Planning
Conducts workforce planning based on division strategy and leverage data and analytics to identify priorities.
Assesses needs across the division; identifies implications from a talent, structure and skills requirements.
Develops plans to optimize structure and resource allocation.
Talent Management/Leadership Development/Diversity & Inclusion
Develops and leads the divisions talent management to build a more robust pipeline of diverse leadership talent.
Facilitates the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to leadership.
Manages the talent review and succession planning process within the division; provides expertise and guidance to the business leadership and HR teams.
Leads and participates in the talent acquisition of key divisional leadership positions.
Implements actions to create a highly engaged, high performing, and inclusive work environment across the division.
Demonstrates the use of 80/20, continuous improvement and delivers results aligned with the segment and enterprise HR strategy, including KPIs.
Functional Expertise
Based on previous HR Business Partner experience, provides hands-on coaching to business unit and site HR leaders.
Ensures strong HR capabilities are within the division; leads in the selection, development and evaluation of HR talent.
Provides strong oversight on daily or complex employee relations investigations and resolution of major issues.
Advises and coaches the division’s HR leaders, business leadership and line management on appropriate HR practices and policies; insures implementation and compliance.
Identifies opportunities to simplify processes and enhance value of HR to the business.
PROFESSIONAL EXPERIENCE/QUALIFICATIONS
Bachelor’s degree required in Human Resources, Organizational Effectiveness or related field. Master’s degree and/or MBA highly preferred.
12 years HR business partner experience; preferably within a global industrial manufacturing environment. 3+ years’ experience managing a global HR team.
Demonstrated track record of partnering with senior leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
Proven ability to be hands on, roll up sleeves and demonstrate resourcefulness, initiative, results-orientation.
Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.
Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
Ability to travel up to 40% domestically and globally.
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