Division HR Director Job at ITW in Glenview

Company Description

ITW Description: Illinois Tool Works Inc. (NYSE: ITW) is a global Fortune 200 diversified manufacturing company that delivers specialized expertise, innovative thinking, and value-added products to meet critical customer needs in a variety of industries. ITW, with approximately 14.1 billion dollars in global revenues, operates 7 major segments with businesses in 57 countries that employ approximately 45,000 women and men. These talented individuals, many of whom have specialized engineering or scientific expertise, contribute to our global leadership in innovation. We are proud of our broad portfolio of more than 16,000 active patents.

The Seats Division within the ITW Automotive Segment delivers highly differentiated, precision-engineered plastic solutions to our “80” OEMs & Tiers across North America and through customer back innovation, targeted at addressing the emerging pain points associated with passenger seating & comfort, and ensuring best-in-class quality & delivery through our commitment to 80/20 operational excellence.

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.

• 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. This includes evaluating work structure, job design, and 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.

Qualifications

• Bachelor’s degree in HR or a related field, and a minimum of 7 years of progressive HR experience in leadership positions.
• Experience in all facets of human resources including knowledge of employee relations, legal compliance, employee relations, and coaching and development.
• Experience with Organization Assessment and Design.
• Experience in talent planning and management including competency management, talent assessment processes, and succession planning.
• Cross-cultural experience; able to manage and influence in multiple countries/regions.
• Independent and organized work style: Effectively manage time and prioritize workload, assume, and manage multiple tasks without close supervision, adapt to change, and consistently meet deadlines. Ability to make independent decisions and regularly suggest ways to improve processes.
• Proven experience with change management.
• Experience working in a matrix environment.
• Requires approximately 25-30% travel.
• Experience in fast-paced and high-growth organizations.

Additional Information

All your information will be kept confidential according to EEO guidelines.

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