VP Human Resources

The VP, Human Resources, Operations plays key role as a strategic business partner providing the full spectrum of Human Resources services and programs to meet all Little Tike’s operational goals and objectives.  Reporting to the SVP of HR, the VP, HR, Operations partners cross-functional leadership to strategically provide guidance, assistance and support on recruitment, workforce planning, policy implementation, organizational development, change management, and employee relations. The VP, Human Resources, Operations creates a culture that values operational excellence, engagement, retention, coaching, and development. The role typically has responsibility for a client group that includes  associates in a manufacturing plant.

Key Result Areas

Time Utilization
1.  Strategic Business Partner 

2.Team Member Relations 

3. Recruiting & Performance Management

4. Talent Review, Succession Planning & Team Member Development

5. Process Improvement, Project and Policy

Position Requirements:

Education/Experience:

• Bachelor’s degree, preferably in Human Resource Management or equivalent required.
• Minimum of 10 years of progressively responsible human resources generalist experience required. Experience leading large teams of direct reports.
• Experience in large hourly employee population environment preferred. (manufacturing or distribution)

Knowledge, Skills and Abilities:

• Generalist background with broad knowledge of employment, recruiting, compensation, organizational planning, employee relations, and training and development including knowledge of state and federal labor/ employment law.
• Must possess the following soft skills: 
• Excellent oral and written communication and presentation skills.
• Strong sense of urgency and attention to detail.
• Demonstrated ability to interact in a collaborative manner with other departments and teams.
• Excellent interpersonal relationship skills.
• Ability to resourcefully gather and analyze information skillfully while exhibiting sound and accurate judgment.
• Ability to develop professional relationships and credibility with all levels
• Well-developed influencing skills.

Key Result Areas and Activities:

Strategic Business Partner

1. Partner with leadership teams to help set the HR strategic agenda and priorities for Operations and Manufacturing.
2. Provide direction, leadership and coaching to HR team members with the goal of creating a high performing HR team.
3. Oversee all aspects of HR ranging from recruitment, retention, training and development, succession planning, employee relations, and compliance.
4. Proactively works with clients on workforce planning, and strategic staffing
5. Compile turnover, hiring statistics, and other HR related metrics to identify key issues and develop a plan to address opportunities.

Team Member Relations

1. Support non-union environment by sponsoring leader training and team member events and activities including recognition program.
2. Conduct employee relations investigations when they are escalated by HR managers or requested by Corporate Employee Relations. Provides guidance on day to day issues to managers and supervisors.
3. Works in concert Safety Department on Workers Compensation and safety related issues.

Recruiting & Performance Management

1. Support Leadership team through performance appraisal program including documenting and maintaining accurate job descriptions, establishing goals and objectives, talent calibration and mid-year and annual reviews.  
2. Lead distribution network recruitment program to attract and retain talented team members in time to meet business needs.

Talent Review, Succession Planning & Team Member Development

1. Facilitate annual talent review processes for both executives and staff.
2. Support Company’s promote from within philosophy.
3. Partner with operations leadership and HR teams to identify training needs of hourly workforce including orientation, onboarding, and job knowledge cross-training.  Build and monitor effectiveness of training and development programs in partnership with Corporate HR.
4. Create and communicate career paths from entry level to executive and align training and development opportunities to enable career path accession.
5. Identify leadership skills gaps and recommend solutions as needed.

Process Improvement, Project and Policy

1. Evaluate policy effectiveness; design and implement HR policies accordingly.
2. Interpret and educate client group on HR policies, and provides counseling on such policies as necessary.
3. Evaluate and promote continuous improvement of HR processes.
4. Lead change management initiatives.
5. Assist in the deployment of new HR related systems and processes developed corporate level (training, development, policy, etc.).