Generac Power Systems
Human Resources Director
Generac Power Systems, South Burlington, Vermont, us, 05403
We are DR Power, a Generac Company, professional power equipment done right.
Established in 1985, we are a leader in the design and manufacture of professional-grade gas and battery-powered outdoor power equipment. We are dedicated to the enduring quality and uncompromising performance of everything we build. We stand behind every DR product and are here to help every customer regardless of when or where they made their initial purchase.
Primary PurposeThe Director, Human Resources serves as a strategic business partner to the assigned business group(s) or function. This is a key leadership role, providing thought leadership and guidance in support of all talent programs and processes aligned to evolving business priorities. As appropriate, the role leads a team of direct reports and is a part of the Generac extended HR Leadership Team (HRLT).
The successful individual will collaborate closely with the business group President and/or Executive along with the senior leadership team (direct staff), as well as all levels of management, to plan and execute the talent strategy leveraging programs, processes and tools as created by our HR Centers of Excellence (COEs). The primary focus areas include talent attraction, development & retention, employee engagement, strategic succession management, performance management, compensation, change management, employee communications, and employee relations, in support of the assigned business group/internal client group.
This position will leverage data and analytics to bring forth talent related insights, recommendations, and solutions.
The successful individual will need to demonstrate strong, effective communication and collaboration skills as the direct leader is based out of Pewaukee, WI, and the HR COEs out of Waukesha, WI.
Major ResponsibilitiesOrganizational Effectiveness / Team Leadership
Partners with the business to manage organizational talent through performance management, succession planning, and development.
Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives.
HR Business Partnering
Executes human resource strategy in alignment with the organization’s short-term and long-term business goals. Partners with assigned business group to execute HR strategies and processes in a high-quality manner (i.e., operational excellence), with a focus on desired outcomes.
Serves as a strategic resource and trusted advisor to internal stakeholders. Partners with functional teams along with HR COEs (e.g., Talent & Learning, Total Rewards, DEI) to develop a strong and ready pipeline of talent to execute against business priorities, and to build overall organizational capability.
Provides HR leadership and guidance in support of annual HR/Talent programs and processes for assigned business group, with a focus on leadership skill building for stronger results. Leverage HR COE programs and processes for local activation.
Provide ongoing support of hiring needs – partner with Finance and senior business leaders to build annual hiring plan aligned to strategic initiatives and collaborate with hiring leaders in support of open positions across assigned client group. Provide hiring progress updates / reporting to client group, leveraging data provided by the HR COEs.
Coach and educate leaders on the “why” behind all programs and processes, leading with the desired outcomes; shift from tactical execution to strategic talent planning and organizational performance.
Provides guidance and planning expertise for compensation strategy, salary planning, job evaluation, and short- and long-term incentives.
Supports and guides employee relations matters through to resolution.
Ensures business group adherence to established policies and procedures, mitigating organizational risk.
Organizational Development and Effectiveness
Supports the development and implementation of global/standardized HR programs and policies that drive innovation and employee engagement.
Partners with the business group on organizational design strategies and needs with a focus on improving individual and organizational capability and operating efficiency.
Plays a consultative role in support of organizational and/or employee change initiatives, highlighting the “reason why” in support of the change, the value/benefit of the change, and capturing organizational and/or individual change impacts.
Project Work
Participate in special project work in support of HR strategic initiatives and/or business group priorities.
Minimum Job RequirementsEducation
Bachelor’s degree in Human Resources or related field.
Work Experience
A minimum of 7 years of progressive Human Resources experience, to include a minimum of 4 years of management level experience (i.e., leading a team of direct reports).
Prior experience leading strategic HR talent programs and processes to include but not limited to the following: Talent Review, performance management to include facilitating performance calibration sessions, employee engagement, compensation planning (base salary, short and long-term incentive programs), business / talent strategic planning and alignment, and project work in support of business initiatives.
Prior experience directly supporting and collaborating with executive leadership teams.
Prior experience creating executive level, professional presentations – content creation and facilitation.
Knowledge / Skills / Abilities
Knowledge and practical application of various HR programs and processes to include but not limited to: Performance Management, Talent Review, Succession Planning, Employee Relations, Compensation Planning, Employee Engagement, Org Design, Change Management.
Strategic thinking skills with an ability to set the strategy and create a plan to execute.
Demonstrated ability to prioritize work and effectively manage workload.
Excellent communication, interpersonal and influencing skills.
Ability to coach employees and leaders across all organizational levels.
Ability to develop and maintain strong, effective business partner relationships built on mutual trust and respect.
Learning agility with a focus on developing strong business acumen to effectively support the business.
Ability to leverage available data to provide talent insights and recommendations.
Physical Requirements and Working ConditionsOffice Environment (Includes field sales):
While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk. On occasion, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision, and the ability to adjust focus. Occasional travel.
Preferred Job RequirementsEducation
Master’s degree (e.g. MBA, MA HR)
Certification / License
SPHR Certification
Experience
10+ years of progressive HR experience.
Prior experience with mergers, acquisitions and divestitures.
Prior experience working for a large, matrixed, global energy organization.
Prior experience supporting both office and manufacturing employees.
Workday or SuccessFactors experience.
Prior experience directly working with/supporting C-level leaders.
Knowledge / Skills / Abilities
Sense of urgency or “strong bias for action” with an ability to operate in a fast-paced, high-energy environment.
Demonstrated ability to collaborate closely with established HR COEs in support of business and talent strategic initiatives.
Ability to effectively collaborate, lead and influence across a multitude of functions/teams, with a regional or national geographic footprint.
Demonstrated change agility.
Project management skills and experience to include working knowledge of various project management tools.
DISCLAIMERAll responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position. Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders.
“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.”
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Established in 1985, we are a leader in the design and manufacture of professional-grade gas and battery-powered outdoor power equipment. We are dedicated to the enduring quality and uncompromising performance of everything we build. We stand behind every DR product and are here to help every customer regardless of when or where they made their initial purchase.
Primary PurposeThe Director, Human Resources serves as a strategic business partner to the assigned business group(s) or function. This is a key leadership role, providing thought leadership and guidance in support of all talent programs and processes aligned to evolving business priorities. As appropriate, the role leads a team of direct reports and is a part of the Generac extended HR Leadership Team (HRLT).
The successful individual will collaborate closely with the business group President and/or Executive along with the senior leadership team (direct staff), as well as all levels of management, to plan and execute the talent strategy leveraging programs, processes and tools as created by our HR Centers of Excellence (COEs). The primary focus areas include talent attraction, development & retention, employee engagement, strategic succession management, performance management, compensation, change management, employee communications, and employee relations, in support of the assigned business group/internal client group.
This position will leverage data and analytics to bring forth talent related insights, recommendations, and solutions.
The successful individual will need to demonstrate strong, effective communication and collaboration skills as the direct leader is based out of Pewaukee, WI, and the HR COEs out of Waukesha, WI.
Major ResponsibilitiesOrganizational Effectiveness / Team Leadership
Partners with the business to manage organizational talent through performance management, succession planning, and development.
Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives.
HR Business Partnering
Executes human resource strategy in alignment with the organization’s short-term and long-term business goals. Partners with assigned business group to execute HR strategies and processes in a high-quality manner (i.e., operational excellence), with a focus on desired outcomes.
Serves as a strategic resource and trusted advisor to internal stakeholders. Partners with functional teams along with HR COEs (e.g., Talent & Learning, Total Rewards, DEI) to develop a strong and ready pipeline of talent to execute against business priorities, and to build overall organizational capability.
Provides HR leadership and guidance in support of annual HR/Talent programs and processes for assigned business group, with a focus on leadership skill building for stronger results. Leverage HR COE programs and processes for local activation.
Provide ongoing support of hiring needs – partner with Finance and senior business leaders to build annual hiring plan aligned to strategic initiatives and collaborate with hiring leaders in support of open positions across assigned client group. Provide hiring progress updates / reporting to client group, leveraging data provided by the HR COEs.
Coach and educate leaders on the “why” behind all programs and processes, leading with the desired outcomes; shift from tactical execution to strategic talent planning and organizational performance.
Provides guidance and planning expertise for compensation strategy, salary planning, job evaluation, and short- and long-term incentives.
Supports and guides employee relations matters through to resolution.
Ensures business group adherence to established policies and procedures, mitigating organizational risk.
Organizational Development and Effectiveness
Supports the development and implementation of global/standardized HR programs and policies that drive innovation and employee engagement.
Partners with the business group on organizational design strategies and needs with a focus on improving individual and organizational capability and operating efficiency.
Plays a consultative role in support of organizational and/or employee change initiatives, highlighting the “reason why” in support of the change, the value/benefit of the change, and capturing organizational and/or individual change impacts.
Project Work
Participate in special project work in support of HR strategic initiatives and/or business group priorities.
Minimum Job RequirementsEducation
Bachelor’s degree in Human Resources or related field.
Work Experience
A minimum of 7 years of progressive Human Resources experience, to include a minimum of 4 years of management level experience (i.e., leading a team of direct reports).
Prior experience leading strategic HR talent programs and processes to include but not limited to the following: Talent Review, performance management to include facilitating performance calibration sessions, employee engagement, compensation planning (base salary, short and long-term incentive programs), business / talent strategic planning and alignment, and project work in support of business initiatives.
Prior experience directly supporting and collaborating with executive leadership teams.
Prior experience creating executive level, professional presentations – content creation and facilitation.
Knowledge / Skills / Abilities
Knowledge and practical application of various HR programs and processes to include but not limited to: Performance Management, Talent Review, Succession Planning, Employee Relations, Compensation Planning, Employee Engagement, Org Design, Change Management.
Strategic thinking skills with an ability to set the strategy and create a plan to execute.
Demonstrated ability to prioritize work and effectively manage workload.
Excellent communication, interpersonal and influencing skills.
Ability to coach employees and leaders across all organizational levels.
Ability to develop and maintain strong, effective business partner relationships built on mutual trust and respect.
Learning agility with a focus on developing strong business acumen to effectively support the business.
Ability to leverage available data to provide talent insights and recommendations.
Physical Requirements and Working ConditionsOffice Environment (Includes field sales):
While performing the duties of this job, the employee is regularly required to talk and hear; and use hands to manipulate objects or controls. The employee is regularly required to stand and walk. On occasion, the incumbent may be required to stoop, bend, or reach above the shoulders. The employee must occasionally lift up to 25 pounds. Specific conditions of this job are typical of frequent and continuous computer-based work requiring periods of sitting, close vision, and the ability to adjust focus. Occasional travel.
Preferred Job RequirementsEducation
Master’s degree (e.g. MBA, MA HR)
Certification / License
SPHR Certification
Experience
10+ years of progressive HR experience.
Prior experience with mergers, acquisitions and divestitures.
Prior experience working for a large, matrixed, global energy organization.
Prior experience supporting both office and manufacturing employees.
Workday or SuccessFactors experience.
Prior experience directly working with/supporting C-level leaders.
Knowledge / Skills / Abilities
Sense of urgency or “strong bias for action” with an ability to operate in a fast-paced, high-energy environment.
Demonstrated ability to collaborate closely with established HR COEs in support of business and talent strategic initiatives.
Ability to effectively collaborate, lead and influence across a multitude of functions/teams, with a regional or national geographic footprint.
Demonstrated change agility.
Project management skills and experience to include working knowledge of various project management tools.
DISCLAIMERAll responsibilities and requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
This job description in no way states or implies that these are the only responsibilities to be performed by an employee occupying this job or position. Employees must follow any other job-related instructions and perform any other job-related duties requested by their leaders.
“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.”
#J-18808-Ljbffr