Human Resources - Director, Human Resources-Talent Management

AMSOIL•Superior, WI

About The Position

AMSOIL is currently seeking a Director, Human Resources—Talent Management Our people drive our success, and their safety is our greatest concern. The Director, Human Resources—Talent Management is an essential leadership role that contributes to the success of the organization’s people strategy. This role directly oversees talent acquisition, employee engagement, employee relations and employee development across multiple locations. The Director, Human Resources—Talent Management oversees a team and partners closely with both the Senior Vice President of HR and Director, HR—Operations in developing and executing the Human Resources strategy.

Requirements

10 or more years of experience in HR Field; 5 or more years in a leadership role required.
Or an equivalent combination of education and experience sufficient to perform the essential functions of the job.
Expert level knowledge of multiple human resource disciplines, including employee relations, organizational development, performance management, employment law and talent acquisition.
Bachelor’s or Associates degree or other relevant coursework preferred.
Proven ability to effectively coach employees and management through complex and difficult issues.
Solid knowledge of employment laws affecting all areas of human resources and high level of interest and ability to remain current in field and research areas of concern as needed.
Ability to develop and maintain effective working relationships with supervisors, co-workers, other employees and members of the public.
Use a consultative, relationship-building approach to engage and influence business partners at all levels.
Ability to work and influence business partners at all levels.
Experience in developing creative ideas for recruiting and sourcing candidates for a variety of roles at different levels.
Ability to perform at high levels in a fast-paced work environment and successfully adapt to changing priorities and work demands.
Strong organizational skills and detail oriented.
Proven ability to work both independently and in team environment under minimal supervision.
Evidence of the practice of the highest level of confidentiality and ethical conduct.
Ability to use critical thinking to effectively solve human resource issues.
Strong verbal, written, presentation, and interpersonal skills are a must.
Ability to operate with a strong sense of urgency and a customer service demeanor.
Ability to communicate effectively, courteously, and professionally with others in person and over the telephone.
Knowledge of grammar and spelling to generate written communication and to interact with the public.

Nice To Haves

SHRM-CP/SHRM-SCP or PHR/SPHR preferred.

Responsibilities

Talent Acquisition—Directs a team to: Partner with Senior Leaders to understand business operations and how talent can support their success.
Provide oversite to Talent Acquisition Specialist and Talent Acquisition Coordinator to ensure business units talent needs are met.
Develop progressive recruiting methods to acquire top talent, including the utilization of new technologies.
Participate and provide guidance in the candidate selection process.
Employee Engagement, Retention and Development—Directs a team to: Oversee the engagement survey process including data analysis, action planning and follow through.
Develop, implement, and continuously improve the employee onboarding program.
Develop strategies and implement programs to identify and develop talent within the company for retention and succession needs.
Lead HR Generalists and HR Business Partners in: Coaching managers and employees on employee performance issues, communications, interpersonal skills development, and assisting in the resolution of work-related problems to maintain a productive work environment.
Managing and resolve complex employee relations issues, conduct effective, thorough, and objective investigations.
Develop and administer both general and department-specific training to aid in employee development.
Plan and participate in employee engagement activities.
Culture and Communication—Directs a team to: Enhance employees’ understanding of, and alignment with, company mission and values through necessary communication vehicles.
Oversee and ensure timely communications to employees on events and topics that enhance the desired culture.
Strategic HR Leadership: Connect business challenges with HR activities and outcomes.
Provide input, coordinate and manage projects according to the HR strategic plan.
Provide input on business unit restructures, workforce planning, and succession planning.
Identify areas of process improvement within the department and company.
Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
Perform other related duties as assigned by supervisor in order to meet the needs of the organization.
Continuously promote a diverse, culturally competent and respectful workplace.