Purpose:Strategically partners with Corporate and Division Leadership to develop and implement people strategies and improve associate performance, while leading change management and implementing business solutions to improve organizational effectiveness.Job Responsibilities and Accountabilities:Drives division's succession and career planning process by assessing current leadership depth, making recommendations on readiness and potential for promotion and developing internal candidates for key positions through career counseling and individual development planningDrives division's organizational change by assessing culture, climate and motivation, and providing leadership and consulting on change management initiatives and organization redesignLeads division's performance improvement process by working with management to: define strategic direction for business unit performance based on business trends; consult on individual performance targets and ensure link to overall business objectives; analyze performance rating data and provide feedback to division management; monitor process accuracy and consistency among raters; and tie performance appraisals to career development and succession planning processes.Leads the division's recruiting and selection process by developing current and future staffing strategies; ensuring effective selection criteria is utilized; driving diversity progress in all aspects of employment; interviewing and recommending candidates for management and key positions and administering job offers and transfers for key positionsParticipates in division business strategy process by seeking solutions to business challenges, identifying specific skill and headcount requirements, ensuring HR strategies are included in plans, aligning HR programs and practices with specific business objectives and ensuring diversity progress in all aspects of businessCoaches' leaders in skill developmentExperience with union environment and demonstrated success in handling the labor relations functions including grievance, arbitration, and negotiations preparations. Ability to provide counseling, training, and support to operations in this key area.Develops strategies and creates plans to avoid associate relations problems and to maximize employer of choice matters (e.g. flexible work hours, turnover analysis)Supports AR staff in solving more complex associate issuesWorks with corporate COEs to ensure effective execution of all corporate policies and practices for the division, including salary and benefits plansEnsures effective delivery of education curriculum for division and makes recommendations for current and future division training and development needsSupervises and develops HR and AR staff and oversees LP's internal investigationsDrives division communications Scope Number of Associates Supervised:HR Managers and/or Representatives (Approx. 1-6)Job Requirements Relevant Experience, Education, Certification, Knowledge, Skills and AbilitiesBachelor's Degree with emphasis in Human Resources, Labor Employment Law5-8 plus years business and significant years HR related experience where consulting, performance management, process consulting, general understanding of employment law, compensation and benefits, organization capacity and general human resources skills have been gainedProven planning, organizing, leading and controlling abilities as well as strong project planning and execution skillsProven staffing and recruiting abilities · Ability to lead and facilitate developmental programsStrong analytical skills and program evaluation abilitiesPossess excellent management, leadership and supervisory skills and the ability to motivate and work with and through others to achieve desired resultsPossess excellent written and verbal communication skillsExcellent interpersonal, consultation and business skills to develop and maintain effective business relationships both within the company and in the business community Physical EnvironmentMost work is performed in a temperature-controlled office environmentIncumbent may sit for long periods of time at desk or computer terminalIncumbent may use calculators, keyboards, telephone and other office equipment in the course of normal workdayStooping, bending, twisting and reaching may be required in completion of job duties* Resumes may be confidentially emailed to All qualified applicants will receive consideration without regard to race, age, color, sex (including pregnancy), religion, national origin, disability, sexual orientation, gender identity, marital status, military status, genetic information, or any other status protected by applicable laws or regulations.GPAC (Growing People and Companies) is an award-winning search firm specializing in placing quality professionals within multiple industries across the United States since 1990. We are extremely competitive, client-focused and realize that our value is in our ability to deliver the right solutions at the right time.
