Human Resources Director Jobs

Company Generac Power Systems
Name Human Resources Director - ET
Req # 62359
Employment Type Full Time
Shift 1st
The Director, Human Resources serves as a strategic business partner to the assigned business group(s) or function. This is a key leadership role, providing thought leadership and guidance in support of all talent programs and processes aligned to evolving business priorities. As appropriate, the role leads a team of direct reports and is a part of the Generac extended HR Leadership Team (HRLT). The successful individual will collaborate closely with the business group President and/or Executive along with the senior leadership team (direct staff), as well as all levels of management, to plan and execute the talent strategy leveraging programs, processes and tools as created by our HR Centers of Excellence (COEs). The primary focus areas include talent attraction, development & retention, employee engagement, strategic succession management, performance management, compensation, change management, employee communications, and employee relations, in support of the assigned business group/internal client group. This position will leverage data and analytics to bring forth talent related insights, recommendations, and solutions. The scope of this position extends to appropriate facilities for coverage.
Organizational Effectiveness / Team Leadership
Designs and directs the work of the functional area. Selects, coaches, and develops the team, setting objectives that align with company strategy to inspire and motivate the team.
Manages organizational talent through performance management, succession planning, and development.
Designs and directs processes by which team and individual performance are recognized, feedback is consistently delivered, and performance is systematically improved.
Develops and/or recommends operating and capital budgets and controls expenditures within approved budget objectives.
HR Business Partnering
Executes human resource strategy in alignment with the organization’s short-term and long-term business goals. Partners with assigned business group to execute HR strategies and processes in a high-quality manner (i.e., operational excellence), with a focus on desired outcomes.
Serves as a strategic resource and trusted advisor to internal stakeholders. Partners with functional teams along with HR COEs (e.g., Talent & Learning, Total Rewards, DEI) to develop a strong and ready pipeline of talent to execute against business priorities, and to build overall organizational capability.
Provides HR leadership and guidance in support of annual HR/Talent programs and processes for assigned business group, with a focus on leadership skill building for stronger results. Leverage HR COE programs and processes for local activation.
Coach and educate leaders on the “why” behind all programs and processes, leading with the desired outcomes; shift from tactical execution to strategic talent planning and organizational performance.
Provides guidance and planning expertise for compensation strategy, salary planning, job evaluation, and short- and long-term incentives.
Supports and guides employee relations matters through to resolution.
Ensures business group adherence to established policies and procedures, mitigating organizational risk.
Organizational Development and Effectiveness
Supports the development and implementation of global/standardized HR programs and policies that drive innovation and employee engagement.
Partners with the business group on organizational design strategies and needs with a focus on improving individual and organizational capability and operating efficiency.
Plays a consultative role in support of organizational and/or employee change initiatives, highlighting the “reason why” in support of the change, the value/benefit of the change, and capturing organizational and/or individual change impacts.
Project Work
Participate in special project work in support of HR strategic initiatives and/or business group priorities.
Bachelor’s degree in Human Resources or related field. A minimum of 7 years of progressive Human Resources experience
Minimum of 4 years leading a team of direct reports
Knowledge of various HR programs and processes to include but not limited to: Performance Management, Talent Review, Succession Planning, Employee Relations, Compensation Planning, Employee Engagement, Org Design, Change Management.
Strategic thinking skills with an ability to set the strategy and create a plan to execute.
Demonstrated ability to prioritize work and effectively manage workload.
Excellent communication, interpersonal and influencing skills.
Ability to coach employees and leaders across all organizational levels.
Ability to develop and maintain strong, effective business partner relationships built on mutual trust and respect.
Learning agility with a focus on developing strong business acumen to effectively support the business.
Ability to leverage available data to provide talent insights and recommendations.
“We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.”