Human Resources Director-Aerospace, Defense And Marine

Director of Human Resources- Aerospace, Defense and Marine

The Company

TE Connectivity (TE) is a leading global provider of highly engineered connectors and sensors with sales of over $16 billion to customers in more than 150 countries. We design, manufacture and market products for customers in a broad array of industries including automotive; consumer electronics; telecommunications; aerospace; defense & military; medical & healthcare; oil & gas/marine; and energy & utilities. With over 80,000 associates including 8,000 engineers and worldwide manufacturing, sales and customer service capabilities, TE Connectivity’s commitment is their customers’ advantage. TE Connectivity is an independent publicly traded company whose common stock is listed on the New York Stock Exchange under the ticker symbol “TEL.” See www.te.com

The Role

The Director of Human Resources will be responsible for developing and executing the human capital strategy in alignment with the business unit objectives while acting as a strategic business partner to the ADM’s leadership team within the Commercial Front-end, Engineering, and Corporate Functions. This position will report directly to the HR Vice President of the business unit. Beyond acting as a human resources advisor, this role is responsible for a broad range of human resources functions, including organizational design and change, talent assessment &selection, compensation & benefits, employee relations, and engagement.

Key Responsibilities

• Able to lead and motivate a high-performing global human resources team.
• Partner with the communications and talent management teams to coordinate employee engagement initiatives and promote Diversity & Inclusion across the business.
• Partner with business and other human resources leaders to develop long-term talent strategies, including developing internal talent and cultivating external talent, ensuring the business is making the right talent decisions to meet its strategic priorities.
• Identify learning and development needs and consult & partner in creating programs and initiatives to close development gaps.
• Work closely with the global human resources community to build linkages, improve processes and share best practices.
• 10-20% travel is required
• Lead organizational assessments and design plans while developing and implementing processes to facilitate organizational changes.
• Translate the business strategy and objectives into human resources & talent goals, plans, and tactics in order to drive improved business performance and profitable growth.
• Develop and facilitate communication and training activities that effectively translate strategies into understandable programs and tactics.

The Profile

• Minimum 8+ years HRBP Managerial related experience required, breadth of HR knowledge and skills in variety of fields in international context.
• Ability to manage a remote team and is effective in working through language and cultural differences. International experience is preferred.
• Working experience within a corporate & strongly matrixed organization.
• Minimum 10+ years of professional working experience in HR environment, preferable in a B2B company.
• Strong problem solving, strategic and tactical thinking, and analytical skills.
• Excellent interpersonal and organizational agility skills, demonstrating excellent communication and collaboration skills professional interactions with different level of the organization and customers.
• Proven track record that provided tangible and impactful business outcomes through Organization Design, Change Leadership, Talent management and Organizational Development.
• Bachelor’s Degree and/or MBA

Required Skill Set/Capabilities:

• Perspective - Looks toward the broadest possible view of an issue/challenge, has broad-ranging personal and business interests and pursuits, can easily pose future scenarios, can think globally, can discuss multiple aspects, and impacts of issues and project them into the future.
• Managerial Courage - Doesn't hold back anything that needs to be said; provides current, direct, complete, and "actionable" positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
• Business Acumen - Understand how the business works from customers and markets to operations and financial points of view.
• Dealing with Change - Being agile on knowing when to see the benefits of scale and being aligned and knowing when to judge/push for being different for sound business reasons. Embrace and led change inside the business, using change management and transformation frameworks.