Our client is a multi-billion-dollar global diversified S&P 500 company that designs and manufacturers various engineered components and products for numerous industries worldwide. Founded over a 100 years ago, it continues to grow in a rapidly changing environment as a leading manufacturer comprised of fifteen business units with over 100+ facilities worldwide.
The primary role for the newly created Chief Human Resources Officer (CHRO) position will be aiding in the development and execution of the corporation’s future global strategic direction. The CHRO will have an integral seat at the table and will be visible and, value-added partner, trusted to help build a people focused platform for the future. The CHRO will be part of the executive management team. The CHRO will partner with members of the executive team and corporate and business unit leadership to provide consultative support and connectivity to organizational alignment, change strategy initiatives, continuity planning and operational optimization.
The newly created CHRO role is responsible for assisting the Chief Executive Officer (CEO) & the Chief Operating Officer (COO) with implementing, communicating, executing and sustaining the company’s strategic plan. The role is responsible for advising internal business leaders as a key partner for critical decision support. The CHRO will be expected tointeract on a daily basis with key corporate and operational stakeholders across all functional areas. The three most critical functions of the CHRO are: 1) Clarify and help integrate the company’s organizational alignment strategy for business leaders and associates. 2) Partner with the executive leadership and provide strategic insight that aids in optimizing the company, its people and their processes; and 3) Drive decision making to support organizational change and alignment. The CHRO is also responsible to ensure the adoption of the broader strategic goals and initiatives throughout the company. This position supports the CEO and COO by bringing increased leadership, performance, effectiveness and accountability to all leadership functions within the company.
This position reports to the Chief Executive Officer and has six (6) direct reports.
In alignment with the company culture, the ideal candidate will lead with integrity and be humble, honest, respectful, hands-on, intelligent, cooperative and passionate about the mission at hand to drive change across all levels of the organization with responsibility to the future. A career history will include meaningful cross-functional experience in a human resource development, change management, strategic planning, operations and merger & acquisition in a diverse global environment. The CHRO’s responsibilities will be broad and include coaching and mentoring a collaborative and well-established team, as well as building a roadmap to integrate human resource strategy that is interdependent with the company’s overarching strategic direction. Among the key responsibilities are the development and implementation of human resource systems, policies, programs and services, including employee relations; employment practices; compensation and benefits; recruitment and orientation; training and development; retention and succession; continuity planning; legal compliance and procedures; and employee communications.
Partner with the CEO and COO to refine the strategies necessary to meet the company’s long-term financial goal of achieving Total Shareholder Return.
Provides leadership in the development for the continuous evaluation of short and long-term strategic objectives related to human resource development.
Advise the CEO and COO the best ways to navigate change management in a dynamic environment.
Work closely with the CEO and COO to utilize forward-looking models and activity-based analyses to provide greater insight into the organization’s human resource management.
Participate in pivotal decisions as they relate to strategic initiatives and operational models.
Organize resources to get things done while using them effectively and efficiently; set clear expectations, design practical processes and procedures; ensure accountability through a workable performance management system.
Strategic planning, analytical and program evaluation skills to effectively provide sound recommendations continually examining systems and developing or revising to accommodate change requirements.
Demonstrate a progressive style that actively promotes staff involvement with an emphasis on motivating, mentoring, support for innovation, encouragement of new ideas, inspire action and achieve results.
Possess impeccable integrity and ethics. Respectful of others and respected by peers. Is honest, sincere, dependable, authentic and trustworthy. Committed to the company’s values, vision and mission and acts as a role model.