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Sr. Director, Human Resources

2 months ago

Chicago, United States ePac LLC Full time

So, who are we? Simply put, ePac provides digitally printed, flexible packaging. We offer our customers fast and easy access to custom flexible packaging, with a mission to help small brands obtain big brand presence. We are technology driven and solution centered, and we love what we do

Our Core Values:

  • Provide exceptional products and customer service
  • Help our customers grow
  • Support the communities and local businesses we serve
  • Develop sustainable solutions

BENEFITS
This role offers a competitive salary based on experience, with a generous leave and benefits package. Benefits package includes:

  • 3 Medical Options
  • Dental
  • Vision
  • Employer paid Short and Long term disability
  • 401K with employer match
  • 120 hours Paid Time off
  • 10 paid holidays
  • and more

ePac Flexible Packaging is a rapidly growing company with locations across the United States, Canada, Europe, and Indonesia. Built on break-through digital printing, ePac is at the crossroads of advanced technology and manufacturing. ePac’s mission is to provide locally-based consumer packaged goods companies the ability to compete with large brands with great packaging. Since opening our first manufacturing facility in 2016, our mission has been clear – to help small brands obtain big brand presence, give back to the communities we serve and contribute to the creation of a more sustainable, circular economy.

SUMMARY OF POSITION

The Sr. Director of Human Resources, a member of the senior management team, will have core responsibility for assessing, planning, directing, implementing and evaluating all Human Resources related programs and activities at several manufacturing sites in the US with some oversight for Australia and Canada. Primarily functioning in the US, this position oversees payroll, employee relations, talent management / acquisition, health and welfare benefits, total rewards and HR community involvement initiatives. The HR Director will be responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and best practices, and identifying / implementing long-range strategic talent management goals. This position reports directly to the CFO.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Primary focus includes oversight and implementation of strategic planning initiatives, policy development, talent acquisition and management, employee relations, compensation and benefits, performance management, training and development, and compliance with employment laws and regulations.

Strategic Planning:

  • Collaborates with the executive leadership team as a trusted advisor to help maintain a high performing culture by driving strategic and proactive talent acquisition/retention, development and reward programs that are closely aligned to the overall business and people strategy that supports our mission and values.
  • Metrics-driven leader that leverages data and benchmarking to help influence leaders when striving for improvements or change. Challenges HR direct reports to leverage business analytics to drive decisions on talent, risks to the business, and development needs.
  • Ensures the HR strategy is aligned with the company's long-term objectives.

HR Operations:

  • Oversees the day-to-day HR operations, including talent acquisition and recruitment, onboarding and offboarding, compensation and benefits, payroll, performance management, employee relations, and compliance with labor laws and regulations.
  • Establish key HR metrics and analytics to measure the effectiveness of HR programs and initiatives. Use data to drive decision-making, identify trends, and provide insights to senior leadership on a monthly basis.
  • Responsible for managing the US HR budget.
  • Oversees the development, and implementation of competitive compensation, benefits, performance appraisals, and employee incentive programs.
  • Builds strategy and partners with plant directors around ePac’s philanthropic efforts with each local community that we do business - Build framework to measure outcomes.
  • Maintains and stays current with knowledge of laws, regulations, and best practices in employment law and talent management.
  • Stay up-to-date with labor laws and regulations, ensuring the organization's HR policies and practices are compliant. Mitigate HR-related risks by implementing effective controls and processes.

Talent Management:

  • Identifies and presents key performance indicators for the organization’s human resource and talent management functions and assesses the organization’s success and market competitiveness based on these metrics.
  • Develops and implements talent management programs, including succession planning, leadership development, performance evaluation, and employee retention strategies.
  • Fosters a culture of continuous learning and development.

Employee Relations:

  • Promotes a positive work environment by addressing employee concerns, resolving conflicts, and ensuring fair and consistent application of HR policies and procedures.
  • Conducts investigations when necessary and provides guidance on disciplinary actions.

Compensation and Benefits:

  • Oversees the design and administration of competitive compensation and benefits programs.
  • Ensures that they are aligned with industry standards, the annual corporate budget, attract and retain top talent, and support employee satisfaction and engagement.

HR Technology:

  • Stays current with HR technology trends and identify opportunities to leverage technology to streamline HR processes, improve data analytics, and enhance the overall employee experience.

Diversity, Equity, and Inclusion (DEI):

  • Develops and implements DEI initiatives to foster an inclusive and diverse workforce.
  • Ensures fair hiring practices, promotes diversity at all levels of the organization, and creates a culture of equality and respect.

Employee Engagement and Culture:

  • Develops and executes strategies to enhance employee engagement, satisfaction, and overall employee experience.
  • Fosters a positive work culture that aligns with the company's values and promotes collaboration and innovation.
  • Labor Relations: Develops and maintains positive relationships with labor unions and union representatives. Coordinates the negotiation of collective bargaining agreements, handles grievances, and participates in labor-management meetings. Ensures compliance with union contracts and resolves disputes in a fair and timely manner while working closely with legal counsel and executive management to develop strategies that align with the organization's goals and objectives.

JOB KNOWLEDGE, SKILLS & ABILITIES

  • Team Building - Demonstrates competency by maintaining positive, collaborative, respectful and constructive interpersonal relationships. Understands and practices the principles of effective teamwork.
  • Demonstrates the ability to communicate, present and influence key stakeholders at all levels of an organization, including executive.
  • Experience working in a remote environment with a highly distributed workforce.
  • Must exhibit the highest level of professionalism and confidentiality.
  • In-depth knowledge of Federal, State and local employment laws; and other applicable laws and legal requirements.
  • Current knowledge of multi-state payroll including taxes, processes, laws, and regulations.
  • Broad knowledge of group insurance plans (including self-insurance), retirement plans, compensation and benefits administration.
  • Strong analytical and problem-solving skills.
  • Strong supervisory and leadership skills.
  • Thorough knowledge of employment-related laws and regulations.
  • Ability to strongly exercise discretion and confidentiality is a must.
  • Strong sense of integrity and honesty.
  • Commitment to creating awareness around equality, and inclusion.
  • Familiarity with HIPAA and other compliance related matters is a plus.
  • Experience with coordination of and facilitation of management development and training programs.
  • Flexibility/Adaptability - Adapts easily to changes in work priorities and environment and is willing to assume additional responsibility and learn new procedures. Demonstrates effective organizational, problem solving and analytical skills.

EXPERIENCE AND EDUCATION

  • Bachelor’s degree in human resources management, business administration or related field required with a minimum of 10+ years of human resources experience, relevant to employee relations and leadership development.
  • Experience managing a multi-state payroll with a tier one service provider is a must.
  • Experience working in a manufacturing environment.
  • SHRM-CP/SCP or PHR/SPHR certification(s), preferred.
  • Experience working in international environments a plus.

WORK ENVIRONMENT

  • Travel up to 30%.
  • Schedule may demand flexible hours outside of normal business day.

OTHER

This job description is not intended to be all inclusive, and employees will also perform other reasonable related business duties as assigned by management.

The company reserves the right to revise or change job duties as needed. This job description does not constitute a written or implied contract of employment.

ePac is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. EEO Poster

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