HR VP

Turbomeca USA Safran Group   •  

Irving, TX

Industry: Aerospace & Defense

  •  

8 - 10 years

Posted 105 days ago

This job is no longer available.

Job description

  • • Lead, manage and develop the HR components of Safran USA and create a strong and innovative infrastructure to facilitate future business growth.
  • • The Vice President of Human Resources will lead HR process design, implementation and continuous improvement across the enterprise.
  • • Orchestrate the development of progressive employee benefit plans and oversee the administrative process. Administer and oversee Workers Compensation for multi-state environments with a broad range of business activities.
  • • Establish various tools and resources to effectively evaluate talent in a variety of methods in order to ensure highly qualified and engaged professionals join the organization.
  • • Improve employee satisfaction by identifying and responding to concerns and developing leadership and morale building programs.
  • • Ensures the company has a reward strategy in place that is aligned with the needs of the business and serves to attract, motivate, reward and retain talent. Develop and implement a competitive and harmonized compensation philosophy across the organization and assist with the identification and implementation of associated tools and processes.
  • • Contribute to effective communication processes in the organization. Design and implement marketing, branding and communication materials related to key HR initiatives and strategies (e.g., the current wellness initiative).
  • • Manage third-party vendor FMLA, general leaves, short term disability, electronic record keeping, electronic forms and management of records and ensure accountability of service and costs.
  • • Provide coaching to management regarding employee relations, retention and development.
  • • Collaborate with leaders on the quality improvement process to develop, retain employees and promote quality service.

Job requirements

The successful candidate must be:

  • • Comfortable working in a global and multi-cultural environment where collaboration, cooperation, persuasion and a team approach to management is the norm.
  • • Someone who is sought out by other senior executives for advice and counsel. A person who inspires trust and would be “invited in” as an active participant in discussions involving mission critical business and organizational issues.
  • • A “big picture thinker” who understands vision and strategy, but is also a hands-on executive who can get things done. Someone with firm grasp of current state-of-the-art Human Resource practices and workforce issues, yet capable of displaying practicality and pragmatism in the implementation of new concepts.
  • • A highly effective communicator. Ability to listen and understand others' positions as well as clearly and concisely articulate his/her own views and ideas. Able to build personal relationships throughout the organization.
  • • A high energy, results-oriented person who is capable of quickly taking control of the human resource function and establishing himself/herself as a credible strategic business partner with the senior management team.
  • • A businessperson who is dedicated to continuously improving the productivity and profitability of the organization.
  • • A person who can build a strong team and possess a collaborative and innovative work-style are essential.


The successful candidate will possess 15 or more years of progressive HR leadership accountability. The candidate should have previous international experience with a proven track record of success in transformational HR and business change management, knowledge of HR best practices, experience in managing senior level relationships, strong analytical thinking/strategic leadership experience, demonstrated organizational agility, subject matter expertise in regulatory areas, demonstrated knowledge of employment law, and experience with all facets of HR.


Core Competencies:

  • • Think Strategically
  • • Drive for Results
  • • Focus on Customers
  • • Influence Others
  • • Engage and Inspire
  • • Build Talent
  • • Inspire Trust
  • • Cultural fit
  • • Communication
  • • Team player


EDUCATION & EXPERIENCE.

  • • Bachelor's degree in Business, HR Management or other related discipline required and prefer a current HR certification (e.g., SPHR)
  • • MBA or other advanced degree and professional certification(s) strongly preferred.
  • • Minimum of 8-10 experience, with at least seven years of demonstrated HR leadership experience.
  • • Demonstrated experience creating HR strategic plans and annual objectives that will contribute to the growth of a dynamic organization
  • • Proven experience as a leader, trusted advisor, confidant and consensus builder to senior management, who has the ability to advance processes and programs which directly benefit the organization.
  • • Experience in global environment.
  • • Working knowledge of HRIS

Complementary description

  • • Support the Safran Group HR policies, processes and commitments deployment: ensure consistent application of HR programs, policies, and practices used across all affiliate companies,
  • • Coordinate the HR North America network,
  • • Coordinate the Talent identification process and career development,
  • • Safran University :

o represent Safran University in North America and ease its deployment,
o direct the implementation and administration of training activities for Group companies and carry out related policies and procedures,

  • • Support deployment of the HR Safran corporate project like Twist, E-Talent…
  • • Support and advise corporate and parent companies as regards to HR issues in North America: labor relations, recruitment, campus relations…
  • • Collect and maintain key HR figures and numbers for North America (Headcounts, recruitment, attrition, absenteeism…)
  • • Responsible for the design and implementation of the executive compensation strategy for multi-national locations in coordination with Corporate HR.
  • • The VP HR will work closely with company CEO's, affiliate HR and Corporate HR on executive succession planning and workforce planning that delivers result

2018-69931