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Global HR Director in Nashville, TN at Vaco

Date Posted: 11/26/2018

Job Snapshot

  • Employee Type:
  • Location:
    Nashville, TN
  • Job Type:
  • Experience:
    At least 10 year(s)
  • Date Posted:
  • Job ID:

Job Description

Human Resources Professionals-put your skills to work with us and experience the Vaco Advantage!

Our client has an immediate opportunity for a Global Human Resources Director; don't let your resume get lost in the shuffle - let us work for you! At Vaco, we give you an advantage over your competition! Our recruiters have direct relationships with hiring companies, so they can connect your work experience to the open job-promoting your strengths to the hiring manager while preparing you for that specific interview.

Our recruiters will provide you with great insight about trends in the human resources industry - keeping you up to date on compensation expectations, company culture, and growth opportunities. If your background is in Human Resources, and you want to partner with the best, apply today!

As a Global Human Resources Director, you will be responsible for acting as a strategic partner to the organization by providing both operational and transactional support to the organization and by directly assisting on all strategic and tactical matters relating to human resources. The HR Director bears the responsibility for planning, implementing, supervising and controlling all human resources operations: HR Business Partners to our headquarters, manufacturing locations, and sales offices around the world, compensation & benefits (including payroll), talent acquisition & retention, and employee data maintenance & analytics.

Additional responsibilities of the Global HR Director include:

  • Leading long-range strategic planning in order to promote positive culture, people productivity, organizational efficiency, and cost effectiveness
  • Ensuring the company's values are clearly communicated and understood by all employees; clarifying the employee conduct necessary for building an engaging, high performance culture
  • Managing the company's capabilities including addressing rapid changes in technology, globalization, and the increasingly complex government regulations (impacting employee relations, executive compensation, health care, retirement programs, etc.)
  • Leading a transformational HR organization built on openness, transparency, and meritocracy that partners and develops excellent relationships with all teams within the company
  • Building, reviewing and administering HR function budgets
  • Compliance with all applicable international, federal and state laws affecting HR, payroll, and employees including monitoring and minimizing exposure
  • Intervention and mediation of conflicts in a manner that is reflective of the business and that leads to appropriate resolution
  • Analysis and evaluation of employee performance, identification of gaps, and creation of strategies from those analyses to cultivate talent and improve performance at all levels of the business
  • All employee relations issues and decisions including but not limited to: terminations, investigations, disciplinary action and documentation, and exit interviews
  • Ensuring that the organizational design and rewards structure is reflective of a dynamic business environment and up-to-date modes of working in an increasingly competitive business atmosphere
  • Researching and identifying strategic opportunities that position the company's compensation and benefit programs and practices as a competitive advantage
  • Overseeing benefits and compensation plans to meet regulatory compliance and governance/audit requirements, consults with legal resources and stays abreast of developing legislation and its potential impact
  • Developing and maintaining procedures to ensure that compensation and benefit enrollments, changes, and terminations are processed timely and accurately with carriers, benefit administrators, and payroll coordinator
  • Develop comprehensive and strategic recruiting and retention plans to meet the multi-generational human capital needs of the company in the short, medium and long terms
  • Ensuring new hires successfully complete all necessary onboarding activities; ensure employees leaving the company complete all necessary offboarding activities
  • Implementing and maintain comprehensive succession planning programs across all functions
  • Creating, implementing, and maintaining ongoing professional development training programs for all employees that is linked to performance appraisal processes
  • Ensuring the HR data is captured, maintained, and updated accurately and in a timely manner
  • Developing electronic and hard-copy storage systems to ensure confidentiality and integrity is maintained at all times
  • Assuring functionality, effectiveness, and efficiency with all employee information
  • Overseeing the interface between company employee records and external service providers (i.e., payroll, benefits, etc.) is seamless and efficient
  • Recruiting and managing key members of the human resources team
  • Establishing and maintaining strong relationships with company employees in all locations so as to identify their needs and seek full range of business solutions
  • Leveraging strengths of the current HR team members, helping to clarify roles and responsibilities and develop and implement training programs in order to maximize and reach optimal individual and organizational goals
  • Providing leadership in strengthening internal communications with staff at all levels; creating and promoting a positive and supportive work environment
  • Leading change management and process improvement initiatives
  • BA/BS degree (or equivalent) in Human Resources or related field
  • At least 10+ years of experience in progressively responsible human resources leadership roles in manufacturing environments
  • Strong track record of building dynamic, energetic, and positive cultural environments throughout a multi-location organization
  • Proven ability to work with all levels of management and foster relationships with human resources and operational personnel
  • Possesses the structure and process experience of a multinational background but with an entrepreneurial flair and drive
  • Proven experience supporting growth through transparency, consistency, and disciplined execution
  • Periodic travel to and between the company's manufacturing and sales locations will be required 30-40%, locally (2-3x/yr) and abroad (1x yr).