Director of Human Resources

4 weeks ago

Morrisville, United States Gallagher, Flynn & Company Full time
Job DescriptionJob Description
  • Client: Manufacturing Solutions, Inc.
  • Website: Manufacturing Solutions, Inc.
  • Role: Director of Human Resources
  • Location: Morrisville, Vermont

About Manufacturing Solutions

Since 1996, Manufacturing Solutions Inc. (MSI) has been a trusted provider of contract manufacturing services, logistics, and fulfillment. Over the last decade, MSI has diversified to include significant business units including commercial and residential rental estate rental, commercial real estate development, and commercial site development and construction.

Based in Morrisville, VT, our 200-person strong team is dedicated to delivering competitive solutions that prioritize quality, delivery, and productivity, enabling clients to focus on their core business strategies. Through business diversification and reinvestment, we seek to leverage resources to expand our robust community and build sustainability as an employer of choice for Lamoille County. Our strong organizational culture is driven by our core values: accountability, flexibility, collaboration, productivity, solutions orientation, diversity, and wellness.

Your Impact:

As the Director of Human Resources, you will play a pivotal role in executing strategies to enhance HR operations, ensuring the company and its employees have all necessary resources for success. You will lead talent acquisition, training and development, and oversee cross-organizational HR systems, helping our team grow and thrive. You will drive the organization's efforts in organizing, developing, implementing, and refining systems for talent acquisition, staff retention, performance management, benefits administration, and compliance. Your leadership will be instrumental in coordinating program goals and initiatives related to staff including comprehensive succession planning, and in leading cross-functional efforts to streamline internal and external communication processes. This is a key role for a hands-on leader who is passionate about making an impact by developing and supporting employees at every stage of their careers, while also contributing to the strategic direction of the organization.

Your Role:

  • Review company policies, procedures, and practices on personnel matters annually and make recommendations to Executive Management for improvement.
  • Maintain knowledge of industry trends and employment legislation to ensure company compliance.
  • Ensure company compliance with Federal and State legislation regarding all personnel matters.
  • Communicate changes in company personnel policies and procedures to employees, ensuring proper compliance and understanding.
  • Develop comprehensive training programs as part of succession planning strategies to ensure the ongoing growth and development of our employees.
  • Assist executive management in the annual review, preparation, and administration of the company's wage and salary program.
  • Consult with legal, as appropriate or directed by the CEO, on personnel matters.
  • Execute strategies to enhance human resources operations, providing the company and its employees with the resources needed for success.
  • Lead and oversee staff recruitment, onboarding, training, performance management, employee relations, workers' compensation, and the entire employee lifecycle.
  • Set and achieve 1, 3, and 5-year goals for the HR department, utilizing the A3 format.
  • Develop and execute programs, utilizing data for program management and continuous quality improvement.
  • Foster a diverse work environment by actively promoting inclusivity and diversity initiatives.

Required Experience:

  • Minimum of five (5) years of progressive experience in Human Resources, with at least one (1) year in a leadership role
  • PHR/SPHR certification (preferable) or comparable HR legal training
  • Bachelor's degree in Human Resources, Business Administration, or related field
  • Demonstrated success in managing all aspects of HR including recruitment, onboarding, training, performance management, employee relations, and compliance
  • Proficiency in Microsoft Office Suite and HRIS systems
  • Experience in developing and implementing HR strategies that align with organizational goals
  • Proven track record of leading and developing HR teams
  • Excellent interpersonal and communication skills, with the ability to engage effectively with employees at all levels
  • Strong leadership and decision-making abilities, with a strategic mindset
  • Ability to prioritize and manage multiple projects and initiatives
  • Commitment to fostering a diverse and inclusive work environment
  • Strong ethical standards and a high level of integrity

Benefits and Perks:

  • Health insurance
  • 401(k) matching
  • Health savings account
  • Dental insurance
  • Employee assistance program
  • Employee discount
  • Life Insurance
  • Paid time off
  • Professional development assistance
  • Retirement plan
  • Tuition reimbursement
  • Vision insurance
  • Wellness program

Equal Employment Opportunity

All potential employees are evaluated without regard to race, color, religion, gender, national origin, age, gender identity, ancestry, place of birth, marital, sexual preference or veteran status, the presence of a non-job-related handicap or any other legally protected status.

#MSI

Gallagher Flynn

Gallagher, Flynn, & Company, LLP has been retained to conduct this search. While we appreciate all interest in this opportunity, only candidates most closely aligned with our search will be contacted.

Disclaimer: What's listed above is representative of the responsibilities of the position but is not meant to be an exhaustive list. Responsibilities may change during employment at the company's discretion. Gallagher, Flynn and Company and our clients do not discriminate in employment based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.

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