Director Human Resources - Racine, United States - Johnson Outdoors

Description

At Johnson Outdoors, home to some of the world's most innovative and best-known outdoor recreation brands, we create amazing outdoor experiences - for adventurers, by adventurers. Innovators from the very beginning, we change the way people fish with our breakthrough technology. Anglers are eager to set their eyes on the newest Humminbird fish finders, get their feet on Minn Kota trolling motor foot pedals, and connect it all wirelessly with the iPilot Link - making it easier than ever to get their hands on more fish. Come join the Human Resource team for these leading industry brands

Check us out on Cannon, Minn Kota, and Humminbird, or find us on Instagram and Facebook

Based at our beautiful Headquarters along Lake Michigan in downtown Racine, WI. , you'll have incredible access to a variety of outdoor activities whether skiing and snowmobiling in winter, or kayaking, fishing, sailing, hiking or more in summer. Close to Milwaukee & Chicago, the area boasts a wide variety of amenities including a vibrant arts and culture scene and a host of unique, creative dining options. This is a hybrid on-site work schedule, in office three days per week.

About the Role:

The person in this role leads human resources practices and initiatives within the Fishing Business Unit, that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. Acts as a business partner supporting a team of managers in all aspects of employee development, onboarding, management, and retention. Additionally, partners closely with human resources at other locations or shared services to create, roll-out and manage company-wide initiatives and processes.

Key Responsibilities:

• Directs and oversees the administration human resources (HR) functions including employment, employee relations, learning and development, organizational design, employee engagement and recognition, safety/health, performance management, and total rewards.
• Partners with other HR teams globally as a project lead or team participant to manage system-wide HR initiatives, evaluate programs, and develop/implement simplified, market-driven approaches.
• Serves as a strategic partner to the business unit to align HR strategies/initiatives with business unit and organization strategies. Brings an HR perspective to business planning, brings business perspectives to human resources strategy and implements plans accordingly. Acts as a mentor, coach, thought leader, and functional expert with business partners.
• Partners with leadership to drive human resources process improvement and implement changes. Ensures that HR initiatives and strategies support and enhance the attainment of business goals, objectives, and strategies.
• Facilitates an excellent balance between the organization's needs and employee's needs to ensure best outcomes for both parties. Serves as a catalyst to instill our core values throughout the organization which contributes to a united culture.
• Ensures program compliance with local, state, and federal regulations as well as organizational policies and requirements. Directs the interpretation and application of established human resources policies for as assigned.
• Designs and ensures adherence to communication programs and tools most valued by employees and targeted audiences.

Business Unit Directors:

• Partners closely with HR shared services to effectively develop, implement, and administer business unit strategy and processes in alignment with system-wide strategies/practices. Ensures strong partnerships to effectively develop and implement programs, research/identify opportunities for improvement, and manage strategic projects.

Shared Services Director:

• Provides strategic and tactical guidance and drives strategic initiatives related to total rewards, HRIS, employment, employee relations, learning and development, organizational design, employee engagement and recognition, safety/health, and performance management.
• Consults with and educates local human resources on the interpretation, administration and communication of regulations, company policies, system-wide practices/procedures, and best practice. Collaborates closely with local human resources to obtain input on current processes and potential improvement opportunities and integrates accordingly into system-wide practices.
• Performs other duties as assigned.

Supervisory/Management Responsibility:

• Develops and manages the site human resources budget. Participates in the establishment of long-range objectives for HR departmental programs. Develops and approves departmental policies, procedures, and guidelines to meet business needs.
• Performs human resources responsibilities for staff which includes but is not limited to the following: hiring and terminating employees, promotions/pay adjustments, staff development, performance evaluations, resolution of employee concerns and disciplinary counseling.

Knowledge & Background Requirements:

• Bachelor's degree business, human resources or equivalent.
• Typically requires a minimum of 10 years of progressively responsible human resources experience which includes experiences managing multiple human resource functions, facilitating strategic planning with business partners, and successfully managing large scale projects.
• Expert-level knowledge of human resources functions including employee relations, compensation, benefits, recruitment, talent management and organizational design.
• Successful experience developing strong partnerships and strategizing with other HR leaders and professionals to strategize, identify opportunities, improve processes, manage complex projects, and drive a strong culture.
• Demonstrated success in developing, executing, and administering HR initiatives in partnership cross functionally and with other HR teams.
• Experience in successfully managing projects from concept development, implementation, and evaluation.
• Demonstrated leadership skills and abilities to effectively provide direction. Ability to work effectively across remote locations and across various cultures.
• Demonstrates thorough knowledge of relevant HR local, state, and federal regulations and compliance needs as well as best practices, concepts, and principals.
• Excellent interpersonal/communication skills to communicate with all levels of employees and leaders as well as external organizations. Demonstrated ability to work effectively with highly diverse personalities across the entire organization and styles to maximize the positive outcome of such interactions.
• Excellent skills in effectively identifying and resolving problems with cross-functional teams in a timely manner and proactively develop alternative solutions.
• Creative, out of the box thinker.
• Experience or proven competencies to function effectively in a matrix organization with global locations.
• Proficiency in all Microsoft software (Excel, PowerPoint, Outlook, Word, etc.) or similar products.
• Excellent quantitative and analytical skills, along with a strong attention to detail.
• Travel required both domestically and internationally.

A few pointers about our culture:

• Entrepreneurial spirit and innovation are in our bones We authentically innovate trusted equipment that gets people out there.
• We are laser-focused on our consumers, and passionate about inspiring people to actively engage with the amazing awe of the outdoors again and again.
• We strive to create meaningful, healthy change in the world as individuals and as a family of brands.
• We value diversity and team members who are willing to wear multiple hats; who take personal initiative, anticipating what needs to be done, and figuring things out to make them happen; but who are also willing to ask for help, to assist others and work together.

What you will receive:

• Share in the company's success - Competitive base salary, with additional earning potential through participation in the annual discretionary cash profit sharing program, eligibility for annual pay increases, and employee stock purchase plans.
• Find your work/life balance with generous paid time off and holiday benefits, health insurance and wellness plans.
• Further your career with training opportunities including our tuition assistance program.
• Plan for your future with our 401k with company match and deferred retirement contributions, Sons & Daughters Scholarship program, life and LTD insurance, employee stock purchase plan, and more.

All qualified applicants will receive consideration for employment at Johnson Outdoors (and all subsidiaries) without regard to race; creed; color; religion; national origin; sex; age; disability; sexual orientation; gender identity or expression; genetic predisposition or carrier status; veteran, marital, or citizenship status; or any other status protected by law. Johnson Outdoors is proud to be an affirmative action and equal opportunity employer.

If, because of a medical condition or disability, you need a reasonable accommodation for any part of the application process, please contact Human Resources at to let us know the nature of your request and your contact information.

About Us:

JOHNSON OUTDOORS is a leading global innovator of outdoor recreation equipment and technologies that inspire more people to experience the awe of the great outdoors. The company designs, manufactures, and markets a portfolio of winning, consumer-preferred brands across four categories: Watercraft Recreation, Fishing, Diving and Camping. Johnson Outdoors' iconic brands include: Old Town canoes and kayaks; Ocean Kayak; Carlisle paddles; Minn Kota fishing motors, batteries, and anchors; Cannon downriggers; Humminbird marine electronics and charts; SCUBAPRO dive equipment; Jetboil outdoor cooking systems; and Eurekacamping and hiking equipment. Founded in 1970 by Samuel C. Johnson, the Company has delivered double-digit compound annual growth over its history, evolving from a single brand into a nearly $663 million global enterprise with around 1,300 employees across 18 countries.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)