Human Resources Manager of Sales and Engineering in Appleton, WI at ITW

Date Posted: 8/10/2019

Job Snapshot

Job Description

BASIC DESCRIPTION:

The Human Resources Manager partners with the Vice President of North America Sales and Vice President of Innovation to lead the overall talent strategy for the team. Scope of position includes North American Sales, Customer Service, Product Training, Logistics, and Central Engineering.

Responsible for a wide range of functions including: HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Compensation, Employee Relations, HR Policies & Procedures, HR legal compliance and Company Culture. Ensures HR strategy aligns with enterprise strategy, business plans, and strategic objectives.

Responsible for a wide range of functions including: HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Compensation, Employee Relations, HR Policies & Procedures, HR legal compliance and Company Culture. Ensures HR strategy aligns with business plans and strategic objectives. May have supervisory responsibilities.

Duties and Responsibilities:

Strategic Alignment

Partners on long range and annual plan development and leads the talent management strategic planning efforts. Identifies implications for organizational strategy along with recommendations to support longer term business growth. Collaborates with management to identify change management implications and leads change. Leads acquisition due diligence and integration for the HR function.

Organization Design & Effectiveness

Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and role clarity. Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs. Administer employee performance management process and provide training and support in all components of performance management.

Talent Management / Employee & Leadership Development

Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select and on-board talent. Coaches business leaders and their teams on the development of others. Interfaces with other ITW HR personnel to advance movement of talent across business groups. Helps identify development opportunities for talent within the business unit and tracks progress on development action plans. Consults on succession plans. Drives and facilitates management team in HR planning, assessment and succession plan reviews.

Compensation

Develops and administers job evaluations, salary ranges, annual merit review process, and sales incentive plans using relevant market data as needed to maintain competitiveness. Collaborates with VP/GM’s and Controllers on annual bonus programs.

Employee Relations

Builds and drives employee engagement. Advises and coaches leaders on resolving employee issues. Personally manages complex or significant employee relations issues. Analyzes employment-related concerns, patterns, and business needs to proactively develop and implement action plans to address pervasive issues. Balances legal exposure with desired business outcomes. Consults with ITW Corporate Employee Relations department as required.

Technical HR Support

Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization.

HR Operations

Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained.

Company Culture

In concert with management, builds and drives a positive employee culture. Champions diversity and inclusion goals, strategies, and plans. Actively participates in Employee Communications. Provides hands-on HR support to the business.

Safety and Workers Compensation

Promotes a safe work environment. Champions a safe work environment and demonstrates effectual leadership. Participates in appropriate loss prevention activities to control risk and expense.

Other

Performs other incidental and related duties as assigned by supervisor or ITW Segment Human Resources. Provides assistance to other ITW Welding units as requested.


MINIMUM QUALIFICATIONS:

  • Bachelor’s degree or equivalent required. Master’s preferred.
  • 5+ years of experience in HR Generalist/HR leadership positions.
  • Travel up to 20% - domestic and international.
  • Experience in all facets of human resources including knowledge of recruitment processes, talent management, benefit and compensation administration, employee relations, and legal compliance requirements.
  • Strong written/verbal communication skills; good listening skills;
  • Team player who demonstrates the ability to relate to employees at all levels of the Company and who is sensitive to cultural differences across regions/countries
  • Approachable, inspires trust and confidence. Ability to use good judgment and discretion with highly confidential business and employee information.
  • Must be adept at analyzing facts and issues, identifying options, and able to decide and recommend a course of action. Must know when to compromise and when to be assertive.
  • Independent and organized work style: Effectively manage time and prioritize work load, assume and manage multiple tasks without close supervision, adapt to change, and consistently meet deadlines. Ability to make independent decisions and regularly suggest ways to improve services and processes.
  • Comfortable with ambiguity and ability to thrive within a matrix organizational structure.
  • Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Some experience using HR systems (e.g., Workday, Ceridian useful).
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.