Director, Human Resources--Costa Mesa, CA

Comp for this position is approx. $150k, plus bonus


DIRECTOR, HUMAN RESOURCES



REPORTS TO:



Vice President, Human Resources, North America





BASIC FUNCTION:



The Director, HR is expected to leverage HR experience and expertise to partner with VP business leadership for West and Control State Regions to develop, influence and implement Human Resources strategies and processes to support overall business objectives including organizational design, change management, employee relations, talent and retention strategies, employee development, succession planning, leadership and team development and communications. This position is based out of the Cost Mesa office.



KEY JOB RESPONSIBILITIES:



Partner with VP business leadership to develop global strategic HR programs and processes to drive business results and organizational capabilities.

· Advise and support management on performance, organizational, and leadership matters. Create development plans that directly reflect the overall strategic plan for the business.

· Function as a highly effective organizational change agent. Conduct on-going needs assessments/ analysis to determine measures required to enhance employee job performance and overall company performance.

· Drive business strategy and effective development and deployment of HR programs/policies/ practices within assigned client group(s). Delivers profit-impacting practices that achieve business results.

· Lead organization and talent reviews. Makes recommendations for improving productivity, performance and profitability within assigned organization units.

· Optimize organization design by designing and maintaining the reporting relationships, organization structure, HR technology, values and cultural norms that best support business goals

· Deliver a human capital strategy to address the organization’ s changing talent requirements, in light of demographic, labor market and economic trends





Partner VP, International HR and their teams to develop consistent HR strategies, programs and communications which are aligned with the business needs across the global organization.



Coach/Consult with assigned managers and their teams.

· Establishes credible HR leadership role with managers. Coaches them to find the most appropriate solutions to meet business needs on change initiatives, people/performance decisions and actions, talent management & development, reward optimization, workforce planning, business diagnostics, productivity analyses, HR info & analysis, retention and engagement, employee communication, culture management, diversity, and HR programs and services in support of achieving business goals.

· Mediates and resolves employee relations issues in consultation with legal counsel

· Support the professional development of direct reports through development planning and regular feedback.



Work closely with HR leads in the Center of Excellence of Development and Rewards to develop and roll out programs, policies and reports that are aligned with business strategy.

· Evaluate strategies and programs to measure the achievement of established goals.

· Provide expertise in strategy development and execution, planning and facilitation of employee development efforts.

· Identify and incorporate best practices and lessons learned into program plans.

· Partner in the development and management of diversity and internship programs.

· Develop metric reports which are useful to the business in terms of measuring people performance, retention etc.

· Develop comprehensive on boarding process that is measurable

· Develop and agree standard policies and procedures for HR practices

· Develop employment policies and agree communication best practices in terms of sharing updates with employees/new hires on a consistent basis.



Partners with Recruiting team and other key teams across the organization to develop diverse talent pipeline to attract and retain into the organization.

· Partners with Recruiting lead(s)to ensure all steps of the recruiting process are managed smoothly (job role requirements are aligned to business needs. candidate profile is clearly defined and recruiting process is managed efficiently (sourcing/interview ing/offer) .

· Partners with Rewards to ensure the job role is market priced and is in line with rewards strategy for the assigned group

· Participates (or appoints HR team member) in the selection, interview, offer and on boarding process for all hires into the assigned department.

· Develop alumni network

Partners with Legal Counsel to advise on employee relations matters and interpretation of local laws, regulations and practices.


Lead, coach and develop a HR team that adds value to the business.

Key Skills/Competencies :
· Demonstrates solid understanding of business/company performance, industry, marketplace, customer segments, business value proposition and how the company retains competitive advantage in the marketplace

· Effective at gaining credibility with assigned clients.

· Good influencing and consulting skills.

· Good project management skills

· Provides recommendations in a fact-based, articulate, compelling manner.

· Strong communication skills

· Proficient at facilitating meetings/discussion s/group processes (planning sessions, conflict resolution, team dynamics).

· Change agent

· Strong team development skills (understands team dynamics and proficient at providing appropriate intervention solutions).

· Proficient at resolving inter-personal/ intra or inter team conflicts within client groups acquisition and retention strategies, employee development, succession planning, leadership and team development and communications.



QUALIFICATIONS



· Bachelor’s Degree in Human Resources or related field. Master’s degree preferred. Advanced certifications a plus.

· At least 10 years of progressive HR experience with at least 3 years in a managerial role.

· Strong HR Generalist background, including talent acquisition, talent assessment, employee development, employee rewards and incentives, employee relations and understanding of benefits.

· Practical experience leading change and increasing organizational effectiveness within dynamic organizations is desirable.

· Strong Management skills, detail oriented, flexible, able to prioritize multiple projects, with strong verbal and written communication skills.

· Strong leadership, influence and analytical skills.

· Strong interpersonal skills and the ability to interface with all levels of management.

· Ability to identify and analyze organizational needs.

· Strong problem solving ability.

· Must be flexible, creative and team oriented.

· Ability to travel 50%.



CONTACT:



Tom Strehle

Beam Global

(847) 444-7889

Tom.strehle@ beamglobal. com