This site uses cookies. To find out more, see our Cookies Policy

Human Resources Director in Glenview, IL at ITW

Date Posted: 3/28/2019

Job Snapshot

Job Description

The Human Resources Director partners with the Vice President/General Manager and Divisional Leadership Team and develops and leads the HR function for the division. Scope of position includes multiple locations with varied workforce demographics and diverse locations.

Responsible for a wide range of functions including: HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Manufacturing Talent Strategy, Compensation, Employee Relations, HR Policies & Procedures, HR legal compliance and Company Culture. This role ensures HR strategy aligns with ITW’s Enterprise strategy and the strategic plans and operational objectives of the division

The division is $200 million in revenue with approximately 400 employees.

Duties and 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.

    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. 

    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.


  • Bachelor’s degree or equivalent required. Master’s preferred.
  • 7+ years of combined experience in HR Generalist and HR leadership positions.
  • Demonstrated experience in talent pipeline planning, identifying gaps, developing action plans, and influencing and aligning an organization under a unified talent strategy.
  • Experience in manufacturing talent strategy development and implementation.
  • Experience in Organization redesign
  • Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Some experience using HR systems (e.g., Workday, useful).
  • Willingness to travel up to 25%.

If you are a qualified individual with a disability and are unable or limited in your ability to use or access the online application system process due to your disability, please email corp_accessibility at to request assistance. No other requests will be acknowledged.