Director, Human ResourcesSummary:Provides human resource strategies and support for the business unit. Implements corporate policy. Facilitates organization and leadership development efforts, working with employees and managers to address root causes of human resources issues. Resolves employee relations issues through a systematic approach. Assists senior management in the development of solutions through cultural and process perspective organizational development. Manages HR Business Partners. Develops and drives company-wide programs and initiatives (i.e., salary review, workforce planning, and organizational change). Selects, develops, and evaluates personnel to ensure the efficient operation of the function.
Primary Responsibility:- Identifies organizational capability, strengths and gaps, and partners to develop and implement plans to close competency gaps with defined action items (staffing changes, development plans). Advises organizational design and change management activities
- Identifies and assesses talent pool through analysis of strengths, weaknesses and potential of personnel based on competency models. Recommends allocation of client group resources.
- Oversees the recruitment, promotion, transfer, relocation, orientation, and termination of personnel on all levels, and assures compliance with EEO Regulations.
- Directs employee relations activities, including responsibility for complaint procedures and employee counseling to ensure proper employee/management climate.
- Directs the interpretation and implementation of established corporate HR practices and develops HR practices to meet the needs of the company for the international and domestic transferee policies this has impact on the whole company. Experience managing large-scale change management projects and coaching senior leadership
- Evaluates the effectiveness of career paths, career ladders and job/role descriptions to ensure validity and consistency of use.
- Conducts a continuing study of all HR policies, programs, and practices to keep management abreast of current practices and informed of new developments.
- Communicates reward and retention philosophy of the organization and business units. Ensures promotion and rewards decisions are closely aligned with operating performance of business unit.
- Maintains ownership of HR business partner processes. Develops and maintains standard operating procedures (SOPs) with internal controls.
- Develops reasonable customer focused adjustments or alternatives as necessary.
Knowledge, Skills & Abilities:- Advanced knowledge of assigned work environment and corporate systems.
- Advanced knowledge of HR/market trends and alternative approaches to HR practices (i.e., work/life policy, compensation, team facilitation, organizational development).
- Advanced knowledge of best HR practices and policies.
- Advanced analytical, oral and written communication skills.
- Strong critical thinking and problem-solving skills, including the ability to perform root cause analysis.
- Ability to problem solve across various environments and multiple issues.
Education:Bachelor's degree in business, HR or related field. SPHR Certification is preferred.
Experience:Typically requires a minimum of 8 years of Human Resources Business Partner experience, including experience managing a staff.
Third Party Agency and Recruiter Notice:
Agencies that present a candidate to Grifols must have an active, nonexpired, Grifols Agency Master Services Agreement with the Grifols Talent Acquisition Department. Additionally, agencies may only submit candidates to positions that they have been engaged to work on by a Grifols Recruiter. All resumes must be sent to a Grifols Recruiter under these terms or they will be considered a Grifols candidate.
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