Briggs & Stratton
Vice President Human Resources
Briggs & Stratton, Wauwatosa, Wisconsin, United States,
The Vice President, Human Resources will also be a strategic business partner to the SVP & Business Unit President and leadership team. Reporting directly to the SVP & Chief Human Resources Officer, the Vice President, Human Resources will serve as a key member of the Briggs & Stratton HRLT (Human Resources Leadership Team). S/He will have responsibility for all aspects of the global Business Unit HR function, including end-to-end talent management, performance management, and organizational development.
Job Responsibilities
Translate the Business Unit goals and objectives into a relevant and impactful HR strategy, maximizing execution and impact.
Drive employee performance by ensuring that appropriate Goals and Objectives are in place to ensure clear expectations, measures, and timeframes.
Partner with the SVP & CHRO to define and implement effective talent programs (performance management, succession planning, learning, and career pathing) that drive employee engagement and productivity.
Participate and lead (within the Business Unit) talent reviews and begin to build critical talent pipelines.
Actively participate in shaping and developing a shared purpose that encourages collaboration throughout the Business Unit, including regional locations, and Corporate headquarters.
Lead a team of HR professionals, including manufacturing Plant HR Managers, and serve as an advisor and coach to Plant level and Operations leaders.
Ensure that the Briggs & Stratton’s “Commitment to Win” values are understood and embedded throughout the Business Unit. Provide thought leadership and coaching to the Business Unit leadership team to drive a high-performing culture of accountability.
Partner with the HR Centers of Excellence (COEs), such as Talent Acquisition, Total Rewards, HRIS, and Safety to drive operational excellence throughout the Business Unit.
Continue to raise the bar on talent, ensuring that we source and select the best. Develop strategies to retain high performers and top talent.
Foster a continuous feedback environment, driving a higher standard of performance within the Business Unit, leadership effective, and a culture of accountability.
Job Skills Requirements
Engaged, proactive, action-oriented change agent with a passion for talent and for driving performance and accountability.
Keen business acumen and the ability to make decisions with a lens on business operations and sustained growth.
Executive presence with the ability to quickly develop trust and credibility with the leadership team; serve as a coach and advisor to senior executives.
An inspirational and dynamic leader who leads by example and rolls up their sleeves.
A strong influencer, one who can constructively challenge the status quo with an ability to think differently to drive business impact.
Data-oriented, with the ability to effectively translate numbers into action.
A fast-paced, decisive leader with a bias for action, sense of urgency.
Operates with a “boots on the floor” mentality and is a visible, credible HR leader with the ability to connect with leaders and employees at ALL levels of the organization.
Develops and executes effective strategies for employee engagement in our manufacturing plant environment – the lifeblood of our company.
Pragmatic and able to effectively prioritize what’s most important.
Driven and performance-oriented; willing to push and challenge where necessary; challenge the status quo, while driving meaningful organization change.
EducationBachelor's Degree in Business or related field.
Experience Requirements
12 years of Human Resources experience, gained through progressive leadership roles.
Global HR leadership experience, as well as leading HR teams in a manufacturing environment.
Demonstrated expertise across a broad spectrum of HR disciplines, including talent management, organizational efficiency, employee engagement, employee relations, project management, and process implementation.
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Job Responsibilities
Translate the Business Unit goals and objectives into a relevant and impactful HR strategy, maximizing execution and impact.
Drive employee performance by ensuring that appropriate Goals and Objectives are in place to ensure clear expectations, measures, and timeframes.
Partner with the SVP & CHRO to define and implement effective talent programs (performance management, succession planning, learning, and career pathing) that drive employee engagement and productivity.
Participate and lead (within the Business Unit) talent reviews and begin to build critical talent pipelines.
Actively participate in shaping and developing a shared purpose that encourages collaboration throughout the Business Unit, including regional locations, and Corporate headquarters.
Lead a team of HR professionals, including manufacturing Plant HR Managers, and serve as an advisor and coach to Plant level and Operations leaders.
Ensure that the Briggs & Stratton’s “Commitment to Win” values are understood and embedded throughout the Business Unit. Provide thought leadership and coaching to the Business Unit leadership team to drive a high-performing culture of accountability.
Partner with the HR Centers of Excellence (COEs), such as Talent Acquisition, Total Rewards, HRIS, and Safety to drive operational excellence throughout the Business Unit.
Continue to raise the bar on talent, ensuring that we source and select the best. Develop strategies to retain high performers and top talent.
Foster a continuous feedback environment, driving a higher standard of performance within the Business Unit, leadership effective, and a culture of accountability.
Job Skills Requirements
Engaged, proactive, action-oriented change agent with a passion for talent and for driving performance and accountability.
Keen business acumen and the ability to make decisions with a lens on business operations and sustained growth.
Executive presence with the ability to quickly develop trust and credibility with the leadership team; serve as a coach and advisor to senior executives.
An inspirational and dynamic leader who leads by example and rolls up their sleeves.
A strong influencer, one who can constructively challenge the status quo with an ability to think differently to drive business impact.
Data-oriented, with the ability to effectively translate numbers into action.
A fast-paced, decisive leader with a bias for action, sense of urgency.
Operates with a “boots on the floor” mentality and is a visible, credible HR leader with the ability to connect with leaders and employees at ALL levels of the organization.
Develops and executes effective strategies for employee engagement in our manufacturing plant environment – the lifeblood of our company.
Pragmatic and able to effectively prioritize what’s most important.
Driven and performance-oriented; willing to push and challenge where necessary; challenge the status quo, while driving meaningful organization change.
EducationBachelor's Degree in Business or related field.
Experience Requirements
12 years of Human Resources experience, gained through progressive leadership roles.
Global HR leadership experience, as well as leading HR teams in a manufacturing environment.
Demonstrated expertise across a broad spectrum of HR disciplines, including talent management, organizational efficiency, employee engagement, employee relations, project management, and process implementation.
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