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Senior Director of Human Resources

3 months ago

Peabody, Massachusetts, United States Analogic Full time
Why should you join the Analogic team?

At Analogic, we work together to create life-changing technology. We value your unique skills and abilities and invite you to join our team in saving lives by supplying first responders with high-tech medical products and transportation security professionals with leading-edge aviation security screening equipment. We offer great benefits, diverse and passionate team, work-life balance and continuous career advancement. To learn more about our culture, mission and vision please

Role Summary:The Senior Director of Human Resources is a strategic leader responsible for driving transformative HR initiatives at Analogic, a rapidly growing technology and manufacturing company operating in multiple countries and industries. This role will champion a values-driven culture of high performance, scalability, and adaptability while ensuring that HR strategies are tightly aligned with the company's business objectives.

General Objectives:

The Senior Director of HR will be instrumental in supporting the company's profitable growth by:
  • Aligning Analogic's HR strategy with business strategy, enhancing organizational performance and profit growth through effective people processes.
  • Driving a culture of innovation, collaboration, and continuous improvement between the HR function and company leadership.
  • Championing HR best-practices that drive business value.
  • Navigating disruptive change effectively, ensuring the organization remains engaged, financially resilient, and agile in the face of transformation.
  • Ensuring that HR practices and programs are compliant with relevant laws, regulations, and industry standards.
The Senior Director of HR will have the following key areas of responsibility:

  1. HR Business Partner to the Executive Team:
  • Act as trusted advisor and business partner to the executive team, including the CEO, providing HR guidance, influence, and support to drive organizational success and value creation.
  • Facilitate organizational structure and design decisions to maximize results in a high growth environment.
o Sets HR and standards for Analogic, driving consistent adoption of HR best-practices across the organization.

  1. Leading the HR Team:
  • Mentor and develop HR team members, cultivating a high-performance culture that maximizes their potential.
  • Champion for necessary investments to enhance HR capabilities, demonstrating clear financial benefits and ROI.
Inclusion and Engagement
  • Measure and drive purposeful improvements in employee engagement to maximize discretionary effort across the business.
  • Drive initiatives that promote inclusion and lead to better business results, improved customer relationships, and fairness across the Analogic footprint.
Employee Development:
  • Provide guidance to Analogic's leadership team, fostering a culture of continuous learning, leadership development, accountability, and high performance.
  • Oversee initiatives for employee growth and development, including training programs, career ladders, and succession planning to ensure a skilled and engaged workforce.
Talent Attraction and Retention Strategy
  • Develop and implement strategies to attract and retain top talent.
  • Provide leadership and direction to the recruiting team, ensuring effective prioritization, sourcing, selection, and onboarding processes to meet the company's staffing needs.
Compensation and Benefits Strategy:
  • Develop and manage comprehensive compensation and benefits programs that attract, retain, and motivate employees while ensuring competitive positioning in the market.
Payroll, HRIS, and HR Data:
  • Provide oversight for payroll processing, HR Information Systems (HRIS), and HR data management to ensure accurate and compliant HR operations.
  • Upgrade and deploy cost-effective HR tools that produce efficiency, scalability, and good user experience.
  • Deliver HR data and reports that inform timely and optimal leadership decisions
Employee Communications:
  • Influence and strengthen employee communication process to foster transparency, alignment, and employee engagement throughout the organization.
Other HR Operations:
  • Direct and manage various other HR operations, including compliance, HR legal challenges, policy development, employee relations, employee engagement and satisfaction.
Global Expansion:
  • Set the global HR strategy and playbook to support fast-launch of hiring and employment in multiple countries.
Requirements and skills
  • Relevant Bachelor's degree; minimum of 10 + years progressive experience in Human Resources at the Director / Senior Director level.
  • Experience recruiting and retaining top talent in a high growth environment
  • Success in creating and maintaining a culture of performance, transparency and employee engagement
  • Excellent knowledge of employment legislation and regulations
  • Thorough knowledge of human resource management principles andcontinuous improvement best practices.
  • business acumen partnered with attention to the human element. Able to translate strategic business plan into HR strategic /operations plan of action.
  • Able to translate strategic business plans into HR strategic and operations plans.
Benefits:
  • 401K with company match vested immediately
  • HSA/FSA contribution
  • 8 weeks paid parental leave
  • Healthcare for now and healthcare as your family and health change
  • Continuous Education Pathways
  • On-site Caf & Gym
  • You will be joining a passionate, driven and diverse global team
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)