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Division Human Resources Director in Southfield, MI at ITW

Date Posted: 6/5/2019

Job Snapshot

Job Description

Division Description:

ITW Air Flow Management is a producer interior automotive components such as Pressure Relief Valves and Air Registers, with approximate revenues of $90M. Air Flow Management delivers differentiated value to the North American Automotive OEM’s addressing industry trends of autonomous driving, display integration, and customized environments. Business units include Westminster, MA and Reynosa, MX as well as a Sales & Engineering office in the Detroit area. The division has approximately 550 employees in North America.

Position Summary:

The Division HR Director is responsible for a wide range of functions including:  HR strategy, organization design and effectiveness, talent management/employee development, compensation, employee relations, HR policies and procedures, HR legal compliance, and organizational culture.  This role ensures HR strategy aligns with ITW’s Enterprise strategy and the strategic plans and operational objectives of the division.

Primary Responsibilities:

•       Actively participates with business leadership in strategy development and operational planning for the division.  Develops actionable HR strategies and tactical plans to support the achievement of divisional goals.  Works cross culturally to achieve business outcomes and improve organizational effectiveness.

•       Advises business leadership on organizational design that will enable the business to grow and operate effectively.  This includes evaluating work structure, job design, and workforce forecasting, interdependencies, and role and responsibility clarity.

•       Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.

•       Assesses organizational capabilities and identifies skill gaps of key leaders.  Actively participates with business leadership to source, evaluate, select and on-board talent.  Coaches business leaders and their teams on the development of others to advance movement of talent across business groups. 

•       Develops and administers job evaluations and annual merit review programs, using relevant market data as needed, to maintain competitiveness. 

•       Builds and drives employee engagement.  Advises and coaches managers on resolving employee issues.  Personally manages complex or significant employee relations issues.

•       Fosters positive employee relations.  Maintains a union free environment and/or positive working relationship with existing works councils. 

•       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.

•       In concert with management, builds and drives a positive employee culture.  Champions diversity and inclusion goals, strategies and plans.  Actively participates in employee communications and provides right-touch HR support to the business.

•       Works with operations management on the implementation of training, talent metrics and reporting.

•       Other duties as assigned.


Expert in the Practice of the ITW Business Model

•         80/20 Business Model

•         Customer-Back Innovation

•         Decentralized Entrepreneurial Culture and Values

Make Great Strategic Choices

•         Contributes to the development and execution of a compelling outside-in strategy and vision that is aligned with the enterprise strategy.

•         Understands the organizational and workforce implications of the division strategy and objectives, proactively anticipates needs, and develops and executes strategies and operational plans to address.

•         Possesses strong business acumen and is highly knowledgeable about the enterprise strategy and the division’s position in the market, strategy, operating and financial plans.                                                                                         

•         Understands ITW’s definition of sustainable differentiation and aligns division resources to create, build and defend it.

Deliver Great Results

•         Develops and ensures execution of core HR processes (e.g. talent acquisition, talent management, performance management, employee relations, etc.) consistent with ITW culture and values.                                                                                                                                           

•         Understands interdependencies of division plans and functions, anticipates issues, and leverages a range of HR capabilities and tools to achieve great results.

•         Delivers on talent commitments to achieve the Annual and Long Range plan objectives. 

•         Has a strong ability to work through others and assess and drive organizational focus on the “80” issues and opportunities.

Are Great Talent Managers

•         Identifies the core capabilities and key roles that drive business results and effectively evaluates strengths and development needs against these core capabilities.

•         Leads the hiring, development, and retention of a diverse pipeline of great leadership talent. Establishes the division as a net exporter of talent for the enterprise.

•         Assess performance objectively and candidly; makes the tough calls when necessary.

•         Influences leadership on important talent management issues; has a fact based point of view on talent.

Provide Strong Leadership

•         Always acts with integrity.

•         Actively models and promotes ITW's culture and values with the understanding that it creates a unique competitive advantage and uses influence and collaboration to guide division leadership in addressing practices and processes needed to achieve the business results.

•         Contributes to creating and effectively communicating a compelling vision for the business and assists the leadership team in aligning the organization behind it

•         Takes ownership:  Drives positive change and challenges status quo.  Addresses issues with courage.

•         Leads and behaves from an 'enterprise first' perspective.

Job Requirements


•         Bachelor’s Degree required.  Master’s preferred.

•         7+ years of experience in HR Generalist/HR leadership positions.

•         Experience in all facets of human resources including knowledge of employee relations, legal compliance, employee relations and, coaching and development.

•         Experience in talent planning and management including talent assessment processes and succession planning.

•         Cross-cultural experience; able to manage and influence in multiple countries/regions

•         Experience working in a matrix environment. 

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job, within typical office working conditions. 

While performing the duties of this position, the employee is occasionally exposed to fumes, airborne particles, climate variances and moving mechanical equipment typically found in a manufacturing environment.  The noise level in the work environment (office) is usually low, but much higher when exposed to the manufacturing areas.  Certain personal protective equipment is required when in the manufacturing areas.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands:

While performing the duties of this job, the employee is frequently required to sit, stand, talk, hear, reach with hands and arms and regularly required to walk.  Employee must be able to endure frequent bending, kneeling, standing and walking on hard surfaces such as concrete.  Specific vision abilities required by this position include close vision and the ability to adjust focus.  Employee must be able to lift product materials that weigh from 1 pound to 20 pounds on a consistent basis.

Position requires approximate 30-40% travel. 

Automotive OEM
ITW’s Automotive OEM segment designs and manufactures innovative fasteners, interior and exterior components, and powertrain and braking systems for OEMs and their top-tier suppliers. ITW’s automotive businesses have a high level of customer intimacy, enabling customer-back innovation to address complex needs such as vehicle efficiency, safety, and quality. Deep market knowledge and strong manufacturing process capabilities allow ITW’s automotive businesses to be nimble, niche problem solvers for their sophisticated customers.