Chief Human Resources Officer

RHH202301

Chief Human Resources Officer

Automotive

The Company

Our client is a diverse multibillion privately held Tier One Automotive supplier comprised of multiple brands within their portfolio headquartered in Southeastern, Michigan with over 11,000 employees.  Founded over 20 years ago, our client builds world class assemblies and continues to consistently grow in a rapidly changing environment. Teamwork, solutions and building value to achieve excellence in everything they do is critical to the entrepreneurial culture of the company.

The Opportunity

The newly created Chief Human Resources Officer (CHRO) role is responsible for assisting the Chief Executive Officer (CEO) & the Executive Leadership Team (ELT) with developing, implementing, communicating, and executing the company’s strategic plan. The role is responsible for advising internal business leaders as a key partner for critical decision support and guidance. This position supports the CEO by bringing data driven knowledge, leadership, performance, effectiveness, and accountability to all leadership functions within the enterprise. The CHRO will have a servant leader mentality instituting best practices and will be instrumental in taking the enterprise to a top performing best in class organization.

This position reports to the Chief Executive Officer with three (3) direct reports.

Job Definition

The ideal candidate will lead with integrity and be humble, hands-on, and passionate about the mission at hand to build the capabilities necessary to support the company’s strategy.  A career history with meaningful cross-functional experience in human resource development, organizational development & design, strategic planning, operations, and M&A.  In alignment with the company culture, the CHRO is responsible for coaching and mentoring a well-established team, and navigating a dynamic group of leaders, as well as building a roadmap to integrate human resource strategy that is interdependent with the company’s overarching strategic direction.  Oversee and direct the development and implementation of human resource systems, processes, policies, programs, and services, including talent & performance management, employee relations; employment practices; compensation and benefits; recruitment and orientation; training and development; retention and succession; continuity planning; legal compliance and procedures; and internal communications (strategy and cadence).

Skills

As a proactive and trusted partner, the CHRO is someone who understands impactful metrics and will provide consultative support and connectivity to organizational alignment, strategic initiatives, continuity planning and operational optimization. The primary role for the CHRO position will be aiding in the continued evolution and execution of the company’s strategic direction.  As a member of the ELT, the CHRO will be a value-added partner, trusted to help build a people platform aligned with the company’s short-term objectives and long-term strategy.

Leadership and Management:

  • Participates and advises ELT on continuity planning and human resource development issues related to execution of strategic initiatives. Uphold, nurture and sustain company culture. Provide leadership that fosters teamwork, accountability, and development. Works closely with Business Units; Provides coaching to executive leadership and business unit leadership. Ensures that internal communications within the enterprise are shared with employees in a timely manner.
  • Develop, elevate, standardize, and implement processes/policies and procedures, and SMART goals; human resource strategy and objectives that align with the company vision. Implement and optimize current systems to efficiently track, control, and analyze employee data. Understand this data and how to quantify it for forecasting and budgeting.
  • Evaluation of the HR structure and team plan for continual improvement of the efficiency and effectiveness, as well as providing individuals with professional and personal growth with emphasis on opportunities for individuals.
  • Works closely with the HR Corporate team and business unit HR team(s) to ensure compliance and consistency in managing the enterprise-wide human resource process and procedures. Formulates and recommends personnel policies and practices. Conducts continuing reviews of all personnel policies, programs, and practices to keep the enterprise abreast of current practices and informed of new developments and new laws/regulations.
  • Working with the ELT to provide leadership toward the effective development and implementation of diversity programs at the corporate offices and business units. Develop and implement a talent management strategy to assure that the company attracts, retains and develops their human resources to maintain the growth objectives with a pipeline of qualified talent. Develop programs to allow the enterprise to embrace diversity applicants and employees of all backgrounds and to promote the full development and performance of all employees. Establishes a “Learning Organization” culture that supports and encourages personal development toward the competencies required for the enterprise to achieve their goals.
  • Develop a “People Strategy” that provides a human resource function that meets the company’s growth plans in the immediate and long term; Works with the ELT and business unit leadership to identify emerging leaders and creates development planning and competency by function.
  • Partnered with the CEO, lead upfront communication explaining “the why” of changes and company direction to eliminate information gaps between leadership and the rest of the company.
  • Develop human resource planning models to identify competency, knowledge, and talent gaps then develop specific programs to address needs. Including continuity planning, talent management through proper succession planning programs for key contributor and management positions, training and development programs to prepare employees for more significant responsibilities, and general business development programs to enhance employee knowledge and understanding of the strategic direction of the company.  Improve onboarding processes.

Background Experience

  • 10+ years of experience in senior human resource management within a manufacturing environment.
  • Privately held/family business experience is a plus. PLEX and QAD experience is a plus.
  • Must have multi-site experience; ability to develop and implement relevant strategic objectives to attain organizational objectives. Motivate and lead cross-functional teams in a matrix organization.
  • Supreme diplomat with the capability to quickly take control of responsibilities and establish himself/herself as a credible strategic business partner. Effectively influence and drive change across all levels of the organization. Interpersonal skills; establish and maintain rapport / trust with individuals internally and externally.
  • Deep understanding of all aspects of the human resource development, organizational effectiveness, and leadership development landscapes.
  • Outstanding leadership and communication skills with ability to present views in a clear and compelling manner and develop trust and influence as a senior thought leader with a broad relationship base.
  • Strong Midwestern work ethic, e.g., “roll-up your sleeves” leader. Must be resourceful, patient, and persuasive.
  • Demonstrable record of achievement in designing and implementing organizational development and talent management initiatives.
  • Direct leadership/management of teams that consist of “C-Suite” and Vice President level(s), plus extreme comfort interacting with and influencing at all levels.
  • Excellence in organizational management with the ability to coach and mentor senior-level leaders to manage and develop high-performing teams.
  • Honest and respectful style tailored to the audience with an ability to present and explain complicated information in a public forum (in formal and informal settings) in a clear and concise fashion, leverage negotiation and persuasion skills (union environment), and deliver difficult messages effectively.
  • Proactive, overachiever who is dedicated, organized and results-driven. Proven creative problem-solving skills with a drive to create solutions that improve key performance indicators.
  • Strong project management and organizational skills, with superb business acumen.

 

Education:

  • Bachelor’s Degree in Business, Human Resources Management or Industrial Relations is required; MBA/MS is preferred.

If you have these qualifications and are looking for a challenging career, please submit your Resume using the button below.

Sam Frank

Lead Consultant

Nicole Regula

Director, Executive Recruitment

Eric Hohauser

President

SUBMIT RESUME

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