Essential Functions and Competencies
KEY LEADERSHIP COMPETENCIES
•Engaging and Inspiring Others Creates a work environment in which employees are engaged in their roles and committed to their organization and carry a sense of pride in their jobs. Is skilled at getting individuals, teams, and an entire organization to perform at a higher level and to embrace change; negotiates skillfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; understands what motivates different people.
•Understanding the Business Knows the business and the mission-critical technical and functional skills needed to do the job; understands various types of business propositions and understands how businesses operate in general; learns new methods and technologies easily
•Enhancing Organizational Talent Builds strategic processes and systems that enable the organization to attract and retain competitively superior talent.
•Creating the New and Different Leads large-scale change to assure strategic integration of new organizational structures. Is able to come up with the next great breakthrough idea; is creative, and can manage innovation; is an effective strategist full of ideas and possibilities; sees multiple futures; has broad interests and knowledge; can both create and bring exciting ideas to market; comfortable speculating about alternative futures without all of the data.
•Getting Work Done Through Others
•Manages people well; gets the most and best out of the people he/she works with; sets and communicates guiding goals; measures accomplishments, holds people accountable, and gives useful feedback; delegates appropriately; communicates up, down and across the organization; provides coaching for today and for the future.
•Dealing with Difficult Situations Fearlessly takes on all issues, challenges, and people; comfortably confronts and works through conflict; delivers constructive feedback and messages without hesitation; deals promptly and fairly with problem performers; lets everyone know where they stand; thrives in crises and is energized by tough challenges; not afraid to make tough decisions that may impact employees directly; challenges the status quo.
Qualifications / Education / Experience
To assess the capabilities and functionality of the organization’s current decentralized HR service delivery model while developing, building and launching an innovative, strategic and proactive HR organization in support of Benchmark’s global business strategy. This position will serve as a key business partner and consultant to the CEO, Board of Directors and the senior leadership team. The role reports to Benchmark’s President & CEO and will manage a direct team of corporate specialists while indirectly influencing a global HR leadership team of generalists at locations across the United States, Mexico, Europe and Asia.
•Providing guidance to the CEO and business leaders regarding global people strategies and capabilities. This includes understanding key initiatives and building human capital structure in support of the business
•Educating, influencing and coaching business leaders in areas related to best people practices
•Transitioning from a tactically focused function to a strategic business partnership with a culture of service, support and guidance
•Creating and deploying global HR capabilities, infrastructure and tools including evaluating and recommending HRS solutions and performance management assessment and feedback processes that are appropriate for the company
•Driving continuous improvement in the area of human capital management including developing a robust reporting, data and analytics process
•Working closely with the business to understand their near term and longer term human capital needs and developing strategies to attract talent to fulfill these needs.
•Aligning resources in support of business priorities and objectives. Anticipating the needs of the business and staying current on HR/human capital trends
•Leading the creation and management of enterprise recruiting and talent management tools/systems and processes
•Creating a “best in class” HR function. This includes driving a culture that promotes engagement, team work, collaboration and innovation
•Liaising with business partners to develop HR strategy and communicate the strategy as necessary within the business
•Implementing and providing efficient and scalable HR processes and tools to support Benchmark’s ongoing business needs
•Assisting the organization in attracting, developing and retaining talent that enables the business to deliver improved business outcomes
•Previous significant Human Resources senior leadership experience in a global, publicly traded corporation. Preferably in the most senior HR role in the high technology or electronic manufacturing space
•Proven success building and managing strong and influential relationships with senior leaders and stakeholders across functional and organizational lines
•Previous knowledge of global HR practices with experience influencing teams and driving consistency across international borders and cultures
•Successful track record of HR leadership in “builder” roles that require robust transformational skills
•Direct experience building successful and strategic compensation, benefits, talent acquisition and learning and development functions
•Proven creative success developing and launching human capital programs while utilizing minimal external resources
•Excellent communication skills (written, spoken, listening, presenting)
•Proven success in selecting, developing and leading high performing HR teams
•Previous experience working with a senior leadership team to influence/develop global strategic operational plans
•Demonstrates discretion, confidentiality, independent judgment and professionalism.
•Understanding of and ability to use continuous improvement tools.
•Strong customer service and client focus
•Working knowledge of productivity tools, including Microsoft Office products and WebEx conferencing software
•Enthusiastic and motivational communicator with multi-cultural experience.
•Demonstrates effective customer interface skills.
•Collaborate and influence cross functional peer leaders in order to obtain support for process improvements
•Solid financial understanding, risk analysis ability, relationship building and project management.
•Use of discretion with the ability to gain trust of business leaders and others to discuss and respond to sensitive and business critical issues.
•Effective negotiation and problem-solving skills. Bachelor’s Degree in Business, Human Resources or a related field required, Master’s Degree preferred, or combination of education and work experience appropriate for the position. GPHR or SPHR certification strongly desired.