HR Director

Position Summary: The Personnel Director directs the provision of personnel services to achieve CDI s operational and financial objectives. The Personnel Director also develops and executes personnel strategies and goals in the areas of recruiting, onboarding, retention, training, succession, and wellness, and oversees the ongoing development of processes, procedures, and standards for those functions. Position Responsibilities: Senior Leader: 1. Serve on the Senior Leadership Team, participating in team meetings and business planning sessions. 2. Provide strategic input during the annual business planning process. 3. Formulate, develop, and implement a Human Value Stream strategy to achieve CDI s vision, mission, and goals. This includes attracting, developing, engaging, and inspiring people. 4. Develop and implement plans for personnel corporate projects, and keep the Senior Leadership Team updated on progress. 5. Communicate with the board and owners on key personnel issues. 6. Engage leadership in succession planning for key employees. 7. Be visible throughout the company, leading by example, coaching and mentoring, and caring for employees. 8. Encourage the development of a positive, values-based corporate culture. 9. Advocate leadership development within the senior leadership team. 10. Provide other leadership roles as appropriate. Managerial: 1. Prepare annual Personnel plans, goals, and metrics. 2. Oversee and manage department goals and projects. 3. Monitor performance of the department against approved objectives and report results. 4. Prepare and manage annual Personnel expense budget. 5. Clearly communicate company and department plans to department staff. 6. Continually reduce administrative effort by automating, simplifying, improving processes, and effectively leveraging technology. Supervisory: 1. Hold staff accountable to systems and procedures. 2. Manage and improve work performance of direct reports by communicating performance expectations, providing performance feedback and reviews, and coaching. 3. Develop and maintain plans for improving the skills of direct reports and other manufacturing personnel. 4. Ensure direct reports follow Safety Program principles and requirements. 5. Provide answers to questions that arise within the department. 6. Ensure the department maintains appropriate staffing levels. Personnel: 1. Develop and oversee the effective execution of the Human Value Stream strategy: a. Attract people with the right characteristics who are trainable and can contribute to the value-adding processes. b. Develop those people so that they have the capability to do quality work every day. c. Engage the people so that they go beyond doing the work to improving how the work is done through rigorous problem solving. d. Inspire the people so that they are committed to the organization and will continue to learn, grow and do their best for the customer, community and society. 2. Oversee and continuously improve methods and metrics related to attracting, recruiting, onboarding, and retaining qualified employees in alignment with CDI s business requirements. 3. Assure effective personnel related programs and procedures are in place in all functional areas related to Personnel. 4. Provide input on and participate in the formulation of company policies related to personnel. 5. Lead supervisory staff to administrate personnel policies and procedures in a consistent and congruent manner so employees are treated the same. 6. Promote teamwork and communication among employees and between employees and management. 7. Oversee consistent and equitable employee relations policies, procedures and methods. 8. Mitigate legal risk to the company through proactive training and education on legal issues and changing laws in employment, employee benefits, workers compensation, and related areas. 9. Oversee investigations, employee issues, and employee problems, and ensure they are resolved fairly, effectively, and in co pliance with laws. 10. Seek answers and solutions to legal matters in a cost effective manner by utilizing personnel resources such as the Help Desk, personnel professionals, and an employment law attorney, if necessary. 11. Assure compliance with all regulations. 12. Shape and influence the onboarding process to be a positive and engaging experience for all new employees. 13. Identify and develop methods and plans for continually reducing employee turnover. 14. Oversee benefits and compensation administration, monitor pay practices, and ensure accuracy and consistency throughout the company. 15. Follow established methods of evaluating pay and making internal and external comparisons that result in fair and equitable pay. 16. Annually review compensation and benefits market data, and make recommendations for adjustments as appropriate. 17. Manage and oversee benefit broker relationships and resources. 18. Oversee employee benefit plans and renewal, with emphasis on delivering a cost-effective, yet competitive benefits package. Recommend changes if needed. 19. Implement plans to continually reduce the cost of health insurance by increasing the wellness of CDI employees and their families. 20. Serve as Training Director to develop and maintain effective company training programs to meet company objectives, including leadership development. 21. Effectively lead the performance management process, ensuring an effective and fair evaluation system and well equipped supervisors. Assist with performance reviews as called upon. 22. Develop and oversee succession plans for key employees. 23. Source and implement paperless HR technology that automates processes, improves productivity, and makes training and information readily available for all employees. 24. Develop, implement, and continuously improve wellness programs and initiatives. 25. Develop good working relationships with local HR professionals. 26. Communicate with all corporate and management partners to assure the best possible personnel programs to meet company goals. 27. Keep the network s Personnel directory up to date and organized. 28. Serve on the Employee Event Team as a leader and liaison to CEO, and to facilitate help when needed. 29. Partner with safety personnel to ensure and assist with on-time training, reporting, safety committee support, disciplinary measures, and adherence to OSHA regulations.