Director, HR Business Partner, Supply Chain

Director, HR Business Partner, Supply Chain

A global industrials industry company is hiring a Regional HR Director, Supply Chain. This role entails leading a team of 6 regional HR Mangers/Generalists for a global field population of 1000 employees. This HR Director will have bifurcated responsibility for serving as the business partner to a large plant and overseeing HR service delivery for 10+ sites, but also embedding the company’s talent management transformation agenda throughout the region. The business is actively working to upgrade their talent through a maturation of dialogue and processes to facilitate the growth of the business and ensure commercially competitive operations.

While this company has a well-established footprint in the U.S., their growth for the foreseeable future will be realized by expanding their international footprint. The region will evolve over time. This HR Director will report to a Senior Director who oversees the company’s field operations globally. The Senior Director to whom the role reports has high expectations, but is fair and will offer both the support and autonomy for this HR Director to accomplish clearly articulated goals and objectives. The company has an established, well-developed HRIS which will enable this HR leader to come to the table prepared with appropriate data to back up their recommendations. This role will entail up to 50% travel to the various plants in the region and HQ, but exceptions will be made initially in light of the Covid-19 pandemic.

The company is looking to hire a strategic change agent. They require someone who has prior plant experience and is a strong relationship builder who can influence field leadership. Candidates who have experience working for best-in-class HR organizations with a mature, well-developed talent management standards and practices, inclusive of diversity and inclusion initiatives, are preferred, as are candidates with prior global HR leadership experience. Prior team management of a comparably sized remote HR team is critical for success in this role. The population is a mix of union and non-union employees. While this person will sit second chair in the collective bargaining process, there is strong center of excellence labor relations support that will lead this process. Thus, prior union experience is preferred, but not required. We are looking for candidates with 10+ years of experience, and ideally 5+ years of experience in an HR leadership capacity.

Interested candidates should email resumes and cover letters to [email protected]. For additional consideration, copy [email protected] on the email.