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

Director, Human Resources in Minneapolis, MN at Vaco

Date Posted: 11/14/2018

Job Snapshot

Job Description

Specific Responsibilities The Human Resources Director is responsible for creating and driving talent initiatives that support multiple brands within the corporate portfolio. This role is a blend of leadership, generalist, business partnership, organizational effectiveness and change management.

Essential Duties and Responsibilities include the following. Other duties may be assigned.

Generalist Duties:
  • Lead employee relations efforts, ensure consistency and balance across brands, actively respond to overarching trends and themes and implement proactive measures when necessary.
  • Ensure federal and state employment regulatory compliance across brands to include EEOC guidelines, OSHA regulations, ADA accommodations, leaves of absence, wage and hour compliance and all others.
  • Implement, maintain and evolve HR practices in alignment with company practices and legal requirements.
  • Manage all aspects of administration related to the employment lifecycle from onboarding to separation.
Business Partnership:
  • Direct human resource efforts in partnership with brand leadership.
  • Execute succession planning, talent assessment and performance development initiatives.
  • Partner with leadership to ensure solid and consistent career growth planning in support of creating organizational readiness.
  • Serve as the key HR partner to leadership by continually communicating "big topics" in support of creating awareness and ensuring effective and timely responsiveness to key issues.
  • Build talent management capacity in a way that is aligned with business needs, culture and company practices.
  • Consult with brand leadership to support global company initiatives.
  • Ensure corporate directives are executed and communicated in a manner that best suits brand operations and workforce.
Engagement & Outreach:
  • Support and execute HR strategies to increase engagement and communication across brands.
  • Maintain an active connection with management and workforce through communication, relationship building, engagement events and having a visible presence in the business.
  • Serve as an accessible, authentic and objective partner for management and leadership to express concerns, recommendation and ideas.
Change Management:
  • Keep a pulse on the culture, morale and engagement levels across brands.
  • In partnership with the broader HR team, help to build a vibrant workplace culture which retains brand uniqueness but also represents a unified company.
  • Oversee and support acquisition and integration efforts as needed by the business.
  • Identify change management opportunities and solutions (organization, process, infrastructure, building change capability in leadership).
  • Propose and/or implement other value-add HR initiatives in accordance with business requirements.
Talent Acquisition:
  • Maintain a network and contacts within the industry to expedite searches through referrals and other trusted resources.
  • Partner with talent acquisition to designate, facilitate and manage external agency searches.
  • Manage and facilitate temporary labor needs through designated external company resources.
  • Partner with management and leadership to directly source and hire qualified candidates that meet the needs of the brand while also complimenting the corporate culture.
  • Maintain a pulse on internal talent and make recommendations related to mobility and movement across brands.
Competencies include the following:
  • Organizational Agility - Gets things done both through formal channels and the informal networks; understands the origin and reasoning behind key policies, practices, and procedures.
  • Strategic Agility: Sees ahead clearly; anticipates future consequences and trends accurately; has broad knowledge and perspective; is future-oriented; can articulately paint credible pictures and vision of possibilities and likelihoods.
  • Problem Solving - Solves difficult problems with effective solutions in a timely manner; looks beyond the obvious and doesn't stop at the first answer; develops alternative solutions.
  • Customer Service - Manages difficult or emotional customer situations; Solicits customer feedback to improve service; Responds to requests for service and assistance; Meets commitments.
  • Oral/Written Communication - Speaks clearly and persuasively in positive or negative situations; listens and gets clarification; demonstrates group presentation skills; writes clearly and informatively.
  • Teamwork/Leadership - Exhibits objectivity and openness to others' views; gives and welcomes feedback; contributes to building a positive team spirit; puts the success of team above own interests; Able to build morale and group commitments to goals and objectives.
  • Diversity/Ethics - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences and educates others on the value of diversity; Promotes a harassment-free environment; Treats people with respect; Works with integrity and ethically; Upholds organizational values.

Skills and Requirements Education and/or Experience
  • Bachelor's degree or equivalent experience, PHR preferred.
  • Five or more years' experience working in a human resources management capacity.
Computer Skills

To perform this job successfully, an individual should have intermediate knowledge of Microsoft Office, ADP, Kronos or other HRM systems and Workforce Metrics reporting methods and systems.