The BA Human Resources Director is responsible for leading human resources activities at the Business Area level and directly manages the Business Area HR team. The BA Human Resources Director partners directly with the Business Area VP`s providing support on all employment related issues and coordination of HR activities and initiatives. Oversees a team of five HR Business Partners, in a collaborative environment, ensuring the use of HR best practices, compliance with local, state and federal law, as well as SNC processes and procedures. Provides leadership, mentorship and development opportunities to direct reports.
PRIMARY RESPONSIBILITIES INCLUDE:
• Implements and coordinates people strategies and processes (i.e. performance development, compensation planning, succession planning, talent management, retention) that help SNC deliver value added Human Capital results
• Establish partnerships and build close relationships with business management to recognize, identify, and understand business trends, issues, goals and needs for present and future business initiatives
• Monitor overall HR strategies, programs, systems, tactics and procedures across the Business Area, and develop proactive measures to mitigate risk and capitalize on opportunities.
• Analyze BA trends and use metrics to propose and develop solutions, programs and best practices.
• Ensure fair and consistent interpretation and application of SNC policies, practices and procedures that create and maintain a positive employee relations culture and help create the desired SNC culture
• Manages, or has oversight of, all Business Area employment-related issues; ensure positive employee relations practices; counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations, in line with SNC and legal environment
• Responsible for reviewing, supporting, communicating and meeting goals and deadlines associated with the HR Annual Plan Work in conjunction with SNC Talent Acquisition Partners, participate in the leadership selection process by screening applicants in accordance with SNC`s AAP, interviewing candidates and giving input on hiring decisions as needed or requested by the Business Area
• Oversight of the introductory and annual review process with managers/supervisors and provide feedback, review and approval of all employee performance evaluation
• Responsible for the Business Area`s Annual Compensation Planning, bonus, administration and tracking, Manage the coordination of potential new hire and transfer decisions, as well as internal promotions
• Working with HR support team, to ensure integrity and accuracy of employee data in HRIS systems (New-Hire, Promotion, Transfers, Terminations, Re-hires, Professional Experience Calculations,, etc.) by performing periodic audits of information in the HR database
• Stay current on relevant federal and state employment laws and other human resources compliance issues; update management on policies/processes as necessary; recommend and develop the creation and implementation of company policies and procedures
• Completion of succession planning discussions and development within the business area
• Coordinates the performance review function for business area to help coach managers with performance evaluations and performance improvement agreements; drive the performance review process for consistency, fairness, timeliness and effectiveness
• Assist managers in assessing and providing for training needs and encouragement of employees to continuously develop their skills in their field of work. Support Training Department in developing training materials and serve as a co-facilitator on topics related to HR.
• Administer and comply with the company`s compensation plans, including coordination of the annual performance and salary reviews, facilitation of current job descriptions, and participation in local and national salary surveys, for assigned client group.
• Manage, mentor and develop direct reports.
• May provide support as needed on SNC M&A activities
• Responsible for oversight of SNC subsidiaries tied to the BA, ensuring consistent HR practices in alignment with SNC policies and procedures
• Is the backup to the Corporate Ethics Officer, and therefore is responsible for investigating high level Ethics Complaints, summarizing the complaint and findings, making a recommendation and presenting it to the Ethics Committee, in the event that the Ethics Officer is unavailable.
• As required, support and/or participate in enterprise-wide HR initiatives
ADDITIONAL RESPONSIBILITIES INCLUDE:
• Punctuality to work each day and prepared to work scheduled work hours
• Other duties as assigned
COMPLIANCE RESPONSIBILITIES:
• Responsible for thoughtful adherence to all SNC Policies, Procedures, and Compliance regulations (internal and external)
• Responsible for timely execution of all personnel-related activities such as Time Sheet completion, Performance Evaluations, Salary Reviews, Succession Planning, etc.
• Responsible for leadership oversight and for ensuring Department/Team training
ESSENTIAL FUNCTIONS:
• Minimum physical requirements to perform all duties and responsibilities, as defined by management
• SNC job descriptions are meant as summarizations only. They do not necessarily reflect all duties and responsibilities of a position
EDUCATION, EXPERIENCE AND SKILLS REQUIRED:
• Requires a BA/BS in Related Field. Relevant work experience may substitute for required education.
• 15+ years of HR Management experience preferred
• International experience preferred
• M&A experience to include working with subsidiaries, and start-up`s highly desirable
• Advanced knowledge of federal and state employment laws and safety regulations; ability to make effective employment and performance recommendations based on employment laws and company policies
• Strong PC Skills
• Superior interpersonal and communication skills with the ability to effectively communicate at all levels of employee population
• Ability to maintain strict confidentiality, Ability to develop high levels of credibility and forge solid and positive professional relationships with subordinates, peers, and upper management
• PHR or SPHR Certification preferred
Sierra Nevada Corporation
CO - Centennial
The BA Human Resources Director is responsible for leading human resources activities at the Business Area level and directly manages the Business Area HR team. The BA Human Resources Director partners directly with the Business Area VP`s providing support on all employment related issues and coordination of HR activities and ...
The BA Human Resources Director is responsible for leading human resources activities at the Business Area level and directly manages the Business Area HR team. The BA Human Resources Director partners directly with the Business Area VP`s providing support on all employment related issues and coordination of HR activities and initiatives. Oversees a team of five HR Business Partners, in a collaborative environment, ensuring the use of HR best practices, compliance with local, state and federal law, as well as SNC processes and procedures. Provides leadership, mentorship and development opportunities to direct reports.
PRIMARY RESPONSIBILITIES INCLUDE:
• Implements and coordinates people strategies and processes (i.e. performance development, compensation planning, succession planning, talent management, retention) that help SNC deliver value added Human Capital results
• Establish partnerships and build close relationships with business management to recognize, identify, and understand business trends, issues, goals and needs for present and future business initiatives
• Monitor overall HR strategies, programs, systems, tactics and procedures across the Business Area, and develop proactive measures to mitigate risk and capitalize on opportunities.
• Analyze BA trends and use metrics to propose and develop solutions, programs and best practices.
• Ensure fair and consistent interpretation and application of SNC policies, practices and procedures that create and maintain a positive employee relations culture and help create the desired SNC culture
• Manages, or has oversight of, all Business Area employment-related issues; ensure positive employee relations practices; counsel and/or coach employees and managers regarding employee relations issues including performance management, facilitation of formal/informal complaints to resolution, discipline and/or terminations, in line with SNC and legal environment
• Responsible for reviewing, supporting, communicating and meeting goals and deadlines associated with the HR Annual Plan Work in conjunction with SNC Talent Acquisition Partners, participate in the leadership selection process by screening applicants in accordance with SNC`s AAP, interviewing candidates and giving input on hiring decisions as needed or requested by the Business Area
• Oversight of the introductory and annual review process with managers/supervisors and provide feedback, review and approval of all employee performance evaluation
• Responsible for the Business Area`s Annual Compensation Planning, bonus, administration and tracking, Manage the coordination of potential new hire and transfer decisions, as well as internal promotions
• Working with HR support team, to ensure integrity and accuracy of employee data in HRIS systems (New-Hire, Promotion, Transfers, Terminations, Re-hires, Professional Experience Calculations,, etc.) by performing periodic audits of information in the HR database
• Stay current on relevant federal and state employment laws and other human resources compliance issues; update management on policies/processes as necessary; recommend and develop the creation and implementation of company policies and procedures
• Completion of succession planning discussions and development within the business area
• Coordinates the performance review function for business area to help coach managers with performance evaluations and performance improvement agreements; drive the performance review process for consistency, fairness, timeliness and effectiveness
• Assist managers in assessing and providing for training needs and encouragement of employees to continuously develop their skills in their field of work. Support Training Department in developing training materials and serve as a co-facilitator on topics related to HR.
• Administer and comply with the company`s compensation plans, including coordination of the annual performance and salary reviews, facilitation of current job descriptions, and participation in local and national salary surveys, for assigned client group.
• Manage, mentor and develop direct reports.
• May provide support as needed on SNC M&A activities
• Responsible for oversight of SNC subsidiaries tied to the BA, ensuring consistent HR practices in alignment with SNC policies and procedures
• Is the backup to the Corporate Ethics Officer, and therefore is responsible for investigating high level Ethics Complaints, summarizing the complaint and findings, making a recommendation and presenting it to the Ethics Committee, in the event that the Ethics Officer is unavailable.
• As required, support and/or participate in enterprise-wide HR initiatives
ADDITIONAL RESPONSIBILITIES INCLUDE:
• Punctuality to work each day and prepared to work scheduled work hours
• Other duties as assigned
COMPLIANCE RESPONSIBILITIES:
• Responsible for thoughtful adherence to all SNC Policies, Procedures, and Compliance regulations (internal and external)
• Responsible for timely execution of all personnel-related activities such as Time Sheet completion, Performance Evaluations, Salary Reviews, Succession Planning, etc.
• Responsible for leadership oversight and for ensuring Department/Team training
ESSENTIAL FUNCTIONS:
• Minimum physical requirements to perform all duties and responsibilities, as defined by management
• SNC job descriptions are meant as summarizations only. They do not necessarily reflect all duties and responsibilities of a position
EDUCATION, EXPERIENCE AND SKILLS REQUIRED:
• Requires a BA/BS in Related Field. Relevant work experience may substitute for required education.
• 15+ years of HR Management experience preferred
• International experience preferred
• M&A experience to include working with subsidiaries, and start-up`s highly desirable
• Advanced knowledge of federal and state employment laws and safety regulations; ability to make effective employment and performance recommendations based on employment laws and company policies
• Strong PC Skills
• Superior interpersonal and communication skills with the ability to effectively communicate at all levels of employee population
• Ability to maintain strict confidentiality, Ability to develop high levels of credibility and forge solid and positive professional relationships with subordinates, peers, and upper management
• PHR or SPHR Certification preferred