EV.Careers
Chief Human Resources Officer
EV.Careers, Troy, Michigan, United States, 48083
About Slate
Slate is a new US company exploring development in the electric vehicle space.Who We Are Looking For
Slate is looking for an experienced leader to join our fast, frugal, and scrappy startup as the Chief Human Resources Officer (CHRO). The CHRO will be responsible for developing and executing our HR strategy to support the achievement of our objectives for all human resource (HR) matters including: workforce planning; talent acquisition, development and retention; compensation and benefits; employee relations and issue avoidance/mitigation; skill development and training; legal compliance; and the development of a positive organizational culture and work environment. Reporting to the CEO, the CHRO will work with the Executive Leadership Team (ELT) to develop, implement, communicate, and execute the company’s strategic HR plan. The role is responsible for advising and influencing internal business leaders as a key partner on critical talent, organizational, and operational decisions. The CHRO is expected to interact daily with key stakeholders across all functional areas. This position will have direct responsibility for Talent Acquisition, Talent Management, Organization Development, Employee Engagement, Diversity, Equity and Inclusion, HR Operations, HR Business Partnerships, Payroll, Compensation, and Benefits. The role is also responsible for developing the HR systems/process infrastructure needed to support the growth of the company. This role requires a balance of strategy development and significant operational responsibility to drive performance across the Slate organization as well as with strategic partners and other stakeholders.What You Get To Do
Serve as a trusted partner and strategic advisor to the CEO, ELT, and leaders across the organization.Collaborate with the CEO and the ELT to define company goals and strategy to recruit, select, onboard, develop, and retain our most important resource – our team members.
Provide strategic counsel and guidance on talent needs/management, organizational design, workforce planning, and policies and practices from development through successful execution to support achievement of business outcomes.
Partner with senior leadership to identify current and future organizational talent needs and develop strategies to address them, including succession planning and talent pipeline development.Plan, guide, develop, coordinate, and implement talent activities to support the organization’s evolving resource needs including: training and development; career planning; performance evaluation and management; and engagement strategies.Promote a positive working culture that creates and sustains highly engaged employees. Foster leadership behaviors, collaboration, workplace practices, and communications to proactively mitigate the need for third-party labor organization engagement.Oversee the design and administration of compensation and benefits programs to ensure market competitiveness and employee motivation aligned with business objectives.Using a data driven approach, develop and administer HR processes and infrastructure including, but not limited to, operating systems, people services, workforce analytics, payroll, mobility & immigration, and diversity programs.Provide leadership and guidance to HR team members, fostering a culture of collaboration, accountability, and a deep commitment to continuous improvement.Stay informed about developments in HR best practices, labor laws, and regulations, and ensure compliance with all applicable laws and regulations.Provide regular updates to the Compensation Committee of the Board of Directors, in conjunction with the CEO, on our Talent and Compensation strategies and initiatives.Develop and manage the departmental budget.What you bring to the team:
Bachelor’s degree in Human Resources, Business Administration, or a related field; master’s degree preferred.Over 15+ years of progressive HR leadership experience, with at least 5 years in a senior management role.Experience in all aspects of HR leadership and management within a start-up or rapid company growth. Automotive, Engineering, Manufacturing industry experience preferred.UAW labor union experience helpful.Proven leadership skills, with successful experience in building and leading high performing teams.Naturally results-driven, agile, and a change agent with the commitment and confidence to assume a leadership role in an evolving, complex environment.Solutions-oriented with an ability to flex between setting strategy, building for scale, and tactical execution.Sound judgment and decision making, with a strong “moral compass” and ability to confidently navigate gray areas to make timely decisions.Results oriented with a focus on metrics and analytics to support recommendations and decision-making.Strong communication skills and ability to synthesize information and articulate solutions and strategies clearly, concisely, and effectively across all levels of the organization.Strong interpersonal and business partnering skills and demonstrated success collaborating and influencing cross-functionally to deliver desired outcomes while maintaining rapport with stakeholders.Ability to positively shape and nurture an organizational culture aligned with company values and operating objectives.Prior experience with dispute resolution systems, union relations, collective bargaining, grievance procedures, and contract negotiations preferred.Experience with market competitive compensation strategies and processes including base pay, bonus, performance incentives, and equity.Experience with market competitive health, wellness, and financial benefits program design, administration, and management.Demonstrated strong work-ethic, integrity, initiative, and strong critical thinking skills.Experience with reporting to Boards and Compensation Committees.Proficiency in overseeing the effective use of HR technology systems and vendors required.Looking for candidates local to Michigan. Will offer relocation assistance to out of state candidates.We want to work with people that reflect the communities in which we operate:
Slate is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, marital status, parental status, cultural background, organizational level, work styles, tenure and life experiences. Or for any other reason.Slate is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at recar-talent_acquisition@slate.auto or 813-468-7257.
#J-18808-Ljbffr
Slate is a new US company exploring development in the electric vehicle space.Who We Are Looking For
Slate is looking for an experienced leader to join our fast, frugal, and scrappy startup as the Chief Human Resources Officer (CHRO). The CHRO will be responsible for developing and executing our HR strategy to support the achievement of our objectives for all human resource (HR) matters including: workforce planning; talent acquisition, development and retention; compensation and benefits; employee relations and issue avoidance/mitigation; skill development and training; legal compliance; and the development of a positive organizational culture and work environment. Reporting to the CEO, the CHRO will work with the Executive Leadership Team (ELT) to develop, implement, communicate, and execute the company’s strategic HR plan. The role is responsible for advising and influencing internal business leaders as a key partner on critical talent, organizational, and operational decisions. The CHRO is expected to interact daily with key stakeholders across all functional areas. This position will have direct responsibility for Talent Acquisition, Talent Management, Organization Development, Employee Engagement, Diversity, Equity and Inclusion, HR Operations, HR Business Partnerships, Payroll, Compensation, and Benefits. The role is also responsible for developing the HR systems/process infrastructure needed to support the growth of the company. This role requires a balance of strategy development and significant operational responsibility to drive performance across the Slate organization as well as with strategic partners and other stakeholders.What You Get To Do
Serve as a trusted partner and strategic advisor to the CEO, ELT, and leaders across the organization.Collaborate with the CEO and the ELT to define company goals and strategy to recruit, select, onboard, develop, and retain our most important resource – our team members.
Provide strategic counsel and guidance on talent needs/management, organizational design, workforce planning, and policies and practices from development through successful execution to support achievement of business outcomes.
Partner with senior leadership to identify current and future organizational talent needs and develop strategies to address them, including succession planning and talent pipeline development.Plan, guide, develop, coordinate, and implement talent activities to support the organization’s evolving resource needs including: training and development; career planning; performance evaluation and management; and engagement strategies.Promote a positive working culture that creates and sustains highly engaged employees. Foster leadership behaviors, collaboration, workplace practices, and communications to proactively mitigate the need for third-party labor organization engagement.Oversee the design and administration of compensation and benefits programs to ensure market competitiveness and employee motivation aligned with business objectives.Using a data driven approach, develop and administer HR processes and infrastructure including, but not limited to, operating systems, people services, workforce analytics, payroll, mobility & immigration, and diversity programs.Provide leadership and guidance to HR team members, fostering a culture of collaboration, accountability, and a deep commitment to continuous improvement.Stay informed about developments in HR best practices, labor laws, and regulations, and ensure compliance with all applicable laws and regulations.Provide regular updates to the Compensation Committee of the Board of Directors, in conjunction with the CEO, on our Talent and Compensation strategies and initiatives.Develop and manage the departmental budget.What you bring to the team:
Bachelor’s degree in Human Resources, Business Administration, or a related field; master’s degree preferred.Over 15+ years of progressive HR leadership experience, with at least 5 years in a senior management role.Experience in all aspects of HR leadership and management within a start-up or rapid company growth. Automotive, Engineering, Manufacturing industry experience preferred.UAW labor union experience helpful.Proven leadership skills, with successful experience in building and leading high performing teams.Naturally results-driven, agile, and a change agent with the commitment and confidence to assume a leadership role in an evolving, complex environment.Solutions-oriented with an ability to flex between setting strategy, building for scale, and tactical execution.Sound judgment and decision making, with a strong “moral compass” and ability to confidently navigate gray areas to make timely decisions.Results oriented with a focus on metrics and analytics to support recommendations and decision-making.Strong communication skills and ability to synthesize information and articulate solutions and strategies clearly, concisely, and effectively across all levels of the organization.Strong interpersonal and business partnering skills and demonstrated success collaborating and influencing cross-functionally to deliver desired outcomes while maintaining rapport with stakeholders.Ability to positively shape and nurture an organizational culture aligned with company values and operating objectives.Prior experience with dispute resolution systems, union relations, collective bargaining, grievance procedures, and contract negotiations preferred.Experience with market competitive compensation strategies and processes including base pay, bonus, performance incentives, and equity.Experience with market competitive health, wellness, and financial benefits program design, administration, and management.Demonstrated strong work-ethic, integrity, initiative, and strong critical thinking skills.Experience with reporting to Boards and Compensation Committees.Proficiency in overseeing the effective use of HR technology systems and vendors required.Looking for candidates local to Michigan. Will offer relocation assistance to out of state candidates.We want to work with people that reflect the communities in which we operate:
Slate is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, veteran status, marital status, parental status, cultural background, organizational level, work styles, tenure and life experiences. Or for any other reason.Slate is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or an accommodation due to a disability, you may contact us at recar-talent_acquisition@slate.auto or 813-468-7257.
#J-18808-Ljbffr