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Vice President-US Human Resources
2 months ago
Job Description
As an S&C Electric team member, you’ll work on projects that have real-world impact. You’ll help transform the grid for resilient and reliable power worldwide. S&C has more than a 100-year history of innovation and has been 100% employee-owned since 2012. We continue this legacy as a trusted, forward-thinking leader in the electrical industry. You will advance a safer, more reliable, and more resilient electrical grid. Our products help the grid adapt to severe weather and transition to clean energy. We’re big enough to be a respected industry leader but small enough for you to impact our company directly. Our commitment gives you opportunities to impact on and off the job positively.
Join Our Team as a VP – US Human Resources
The US Human Resources team is critical to integrating strategic HR insights with a customer-centric approach to business partnership. The Vice President – US Human Resources supports the HR relationship with our US team members and leaders, including our senior leadership team (CMTS). This Vice President will oversee HRBPs and HR Compliance/Diversity/HR Policy team members. HRBPs work closely with leaders to craft HR strategies centered on employee relations, talent management, workforce planning, organizational growth, and more. They balance working with team members and leaders to handle employee relations matters and cultivate a supportive workplace atmosphere. The Vice President – US Human Resources takes a leading role in advancing the company’s HR vision, specifically focusing on team member relations. Given the leadership and management responsibilities of the HR Business Partners (HRBPs), this pivotal role ensures the creation and execution of HR strategies tailored exclusively for S&C’s team members. Emphasizing a culture of inclusivity, engagement, and excellence, the Vice President’s expertise is crucial for attracting, developing, and retaining top-tier talent. The role will collaborate with all business/functional units, ensuring the seamless integration of HR initiatives across the organization.
Key Responsibilities
- Strategic Partnership: Act as the primary strategic partner for leaders, crafting HR strategies that fulfill business needs and progress toward Human Resources and organizational goals. Cultivate robust relationships to create an environment focused on retention and engagement.
- HRBP Development: Lead the development of the HRBP function as the organization advances its ability to support the business. Curate development plans for the HRBP team, fostering growth opportunities that align with business goals. Evaluate the potential for internal mobility, succession planning, and talent acquisition strategies to enhance the HRBP team’s capabilities. Effectively oversee and manage HRBP projects to ensure timelines and outcomes are met.
- Stakeholder Engagement: Act as an ambassador for the HR function and cultivate partnerships with key stakeholders, including business leaders and department heads, to gather insights, feedback, and support for the HRBPs initiatives. Foster collaborative relationships to ensure alignment and integration of HRBP initiatives with business needs. Champion diversity, equity, and inclusion leading by example and driving initiatives promoting a diverse and inclusive workplace culture.
- Employee Relations & Program Development: Owns the team member investigation process. Offers guidance on complex employee relations issues, collaborating closely with leadership, HRBPs, and legal teams to ensure fairness, compliance, and effective resolution. Proactively engage with the workforce and leadership to assess needs and identify opportunities for enhancing HR programs and adapting HR policies and procedures to align with the organization’s current state. Design, develop, and refine targeted initiatives that foster a diverse, inclusive, and equitable workplace environment, integrating best practices and legal requirements.
- Global Alignment & Compliance: Ensure that HR strategies and programs align with the broader people management strategies of S&C across the organization. Lead the US team with a focus on compliance, ensuring all HR initiatives adhere to company policies and regulations and support other business units in efforts to adopt global programs and practices. Ensure compliance with US Department of Labor and other federal, state, and local employment laws and regulations, including Affirmative Action Planning.
- Leadership & People Management: Lead, inspire, and develop a high-performing team. Role model appropriate and professional workplace behaviors, address/mediate conflicts to restore harmony, and support a positive, healthy, and inclusive workplace culture in accordance with S&C’s mission, vision, values, and guiding principles. Manage departmental administrative team member processes including but not limited to recruitment, induction, vacation management, performance reviews, performance improvement plans, and workforce/succession planning. Proactively establish, monitor, and hold team members accountable to clear responsibilities and accountabilities, provide ongoing performance feedback, both positive and developmental, address performance gaps in a timely manner, recognize and reward achievements, and initiate decisions for corrective actions and terminations where required. Foster a culture that supports the growth and development of team members and proactively train, mentor, and coach team members.
- Budget Management: Develop and manage the US HR budget, ensuring accuracy and appropriate allocation of resources to maximize ROI and the achievement of departmental strategies and objectives.
- Thought Leadership: Offer direction and thought leadership in the field of human resources, staying abreast of industry trends, best practices, and innovative solutions to continuously elevate the HR function within the organization.
- Compliance: Understand and comply with all applicable Company policies and rules.
What You’ll Need To Succeed
- Bachelor’s degree in Human Resources, Business Administration, or a related field.
- 10+ years of demonstrated experience in successfully leading an HRBP/ Employee Relations or a related function and designing comprehensive HR programs, coupled with a strong track record of DEI advocacy, stakeholder engagement, change management, legal compliance, and team leadership within a manufacturing or related setting.
- Track record of translating strategy into action, delivering sustainable business results through best-in-class people practices.
- Excellent leadership skills with an ability to lead, guide, motivate, and delegate to deliver results, build teams and capabilities, embrace change, drive decisions and results, and exhibit integrity.
- Demonstrated commitment to fostering a diverse, inclusive, and equitable workplace, with the ability to design and promote initiatives that support diversity, equity, and inclusion goals.
- Excellent understanding of employee relations principles, best practices, and legal requirements, with the ability to lead complex investigations and facilitate effective resolutions.
- Strong organizational, planning, and project management skills, coordinating internal and external resources, creative problem-solving when obstacles arise, and juggling a heavy volume of diverse projects, including both strategic and tactical assignments.
- Exceptional interpersonal skills to establish meaningful relationships built on mutual trust and respect, navigate and resolve conflict, moderate behaviors, and foster collaborative working relationships amongst a diverse audience.
- Excellent communication skills (written, verbal, listening, and presentation). Able to liaise with internal and external stakeholders at all levels, from senior executives to support staff, and present compellingly to achieve buy-in from executives, managers, and team members.
- Strong analytical skills with the ability to gather, analyze, and interpret data, identify trends, and develop effective strategies and solutions to address employee relations challenges.
- Excellent business acumen and analytical skills with the ability to use and analyze data to drive informed decisions, problem-solve complex issues, and leverage data and learnings to drive continuous improvement.
- Sound financial acumen and numerical ability to manage budgetary resources to maximum effectiveness.
- Skilled at navigating through ambiguity and leading teams and organizations through change.
- Ability to travel as required
Preferred
- Master’s degree in Human Resources, Business Administration, or a related field.
S&C Electric is committed to equal-opportunity employment. All employees and applicants will be considered without regard to age, color, disability, gender, national origin, race, religion, sexual orientation, gender identity, protected veteran status, or any other classification protected by federal, state, or local law. If you are an individual with a disability and need an accommodation to complete the application, please email us at TAsupport@sandc.com.
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