Vice-President of Human Resources

2 weeks ago

Memphis, United States Buckman Full time
Description

Job Success Profile

Vice-President of Human Resources - Buckman Americas

Job Summary

The Vice President of Human Resources - Americas will be a key leadership role responsible for overseeing and driving the talent strategy and initiatives across the Americas region. This position will play a critical role in aligning HR programs and processes with the company's business objectives, fostering a high performance and inclusive workplace culture, and ensuring the effective recruitment, development, and retention of top talent. The VP of HR will lead the HR team in NA and Latam, provide strategic guidance to senior leaders, and implement best practices in talent management, employee relations, compensation and benefits, and compliance. The VP of HR will have a strong background in HR leadership, strategic planning, and organizational development, transformation management, along with excellent communication, interpersonal, and leadership skills.

Location
Memphis, TN

Language

English

Travel

10%
Key Responsibilities:
Strategic Leadership:
  • Develop and implement HR strategies aligned with the company's business goals and objectives.
  • Provide strategic direction and guidance to the HR team to ensure the effective delivery of HR services.
  • Searches and implement improvements in HR processes and systems, including automation and use of AI, to elevate performance and productivity.
  • Acts as true business partner to the business leaders, providing sound advice and talent strategies to accelerate the business strategy and performance.
  • Ensure the right Operating Model across Buckman Americas to ensure alignment with the business strategy and to ignite performance, while ensuring competitive cost structure.
  • Proactively lead the application of HR frameworks, processes, tools, and capabilities for recruitment, onboarding and offboarding, associate retention, performance management, development, compensation, career and succession planning, benefits, and diversity to achieve company objectives and retention of talent at a sustainable cost.
Talent Management and Development:
  • Lead talent acquisition efforts, ensuring the recruitment of top talent to support business growth.
  • Oversee performance management processes, consequence management, talent development initiatives, and succession planning.
  • Anticipate capabilities needs and deploy learning and development programs to enhance employee skills and capabilities to address required organizational capabilities for organizational success and business strategy execution.
Employee Engagement and Culture:
  • Foster a positive and inclusive workplace culture that values diversity, equity, and inclusion.
  • Develop and implement employee engagement initiatives to enhance employee satisfaction and retention.
  • Develop and implement initiatives to improve the Organizational Health Index.
  • Lead diversity, equity, and inclusion (DEI) efforts to create an equitable and supportive work environment.
Associate Relationship Management and Employee Relations:
  • Manage employee relations proactively, ensuring fair and consistent application of company policies and procedures.
  • Implement effective communication strategies to keep employees informed and engaged.
  • Lead strategic employment related consultations and negotiations. Collaborate with colleagues and leaders to clarify the organization's business objectives and establish negotiating positions. Lead discussions to deliver outcomes that meet the desired objectives that are consistent with the company's values and needs.
Compensation and Benefits:
  • Oversee the design, implementation, and administration of competitive compensation and benefits programs.
  • Ensure compliance with legal and regulatory requirements related to compensation and benefits.
HR Analytics and Compliance:
  • Utilize HR analytics to drive data-driven decision-making and continuous improvement.
  • Ensure compliance with federal, state, and local employment laws and regulations.
  • Provide data-based insights to enable business leaders to make sound decisions and to manage talent successfully.
Critical competencies
  • Strategic thinking - Ability to see ahead to future possibilities and translate them into breakthrough strategies.
  • Cross-cultural / Global View - Take a broad view when approaching issues, using a global lens. Coach and stretch others to approach issues and challenges using a broad perspective and global lens. Make plans that fully incorporate current and anticipated global, cultural and geographic factors and their implications.
  • Problem-solving - Make sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Offer penetrating questions to help others get to the heard of complex situations and find strong solutions. Use a range of inputs to fully understand and solve problems.
  • Influencing skills - Excellent negotiation, interpersonal and communication skills. Can coach, influence, challenge business leaders to think differently.
  • Talent Management and HR Expertise - Extensive experience in HR leadership roles, preferably within industrials or a similar industry
  • Transformation management - Can lead deep culture transformation across geographies with clear alignment to business objectives and Company culture.
Experiences and Education
  • Master's degree or equivalent level is desirable. MBA or MA/MS in human resources or related field preferred. SHRM-SCP certification preferred.
  • More than 8 years' experience providing leadership to others regarding work related systems, processes and challenges.
  • More than 10 years' progressive experience in Human Resources leadership with at least 3 years of strategic leadership HR experience and at least 2 years of international HR experience.
  • Experience in corporate HR and partnering with senior executives.
Accountable for the following performance metrics across Buckman Americas
  • Time to fill and quality of hire in
  • Critical positions with A-player incumbents
  • Critical positions with clear succession plans (ready now or 1-2 years)
  • Return on Human Capital Investment
  • Voluntary and regrettable talent attrition
  • Employee engagement measured as NPS (new promoter score as an employer)
  • Organizational Health Index
  • Performance ranking distribution
  • Talent development metrics
Contributes to and also measured by the organization's attainment to financial goals.
Reporting Line
  • Direct reporting line to the President of Buckman Americas
  • Dotted reporting line to CHRO


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