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Division Human Resources Director - St Charles, United States - Illinois Tool Works
Description
ITW Description:
Founded in 1912, Illinois Tool Works Inc
(
NYSE:
ITW) is a diversified, Fortune 200 manufacturing company that delivers specialized expertise, innovative thinking and value-added products to meet critical customer needs in a variety of industries.
Ranked among Fortune's Magazine's most admired companies, the company focuses on solid growth, improving profitability and strong returns across its worldwide platforms and divisions.
These divisions serve customers and markets around the globe, with a significant presence in developed as well as emerging markets.
ITW's revenues totaled $15.93 billion in 2022.Division Description
ITW Diagraph, a division of Illinois Tool Works (
NYSE:
ITW), designs and manufactures a full range of industrial marking and coding solutions to meet their customer's challenging product identification needs. Diagraph has a wide solution of inkjet coders, automated labeling systems, thermal transfer inkjet coders, and laser coders.
Diagraph engineers and builds products to help manufacturers get products identified with manufacturing codes – such as lot codes, date codes, batch codes, barcodes – and out the door quickly and efficiently.
For more than 130 years, Diagraph has been providing product identification solutions for manufacturers.From 1893 with the invention of the Stencil Cutting Machine to today's highly sophisticated inkjet coders and automated labelers, Diagraph's focus is on helping our customers achieve their traceability goals.
That spirit of innovation combined with a fierce focus on highly robust solutions is what makes Diagraph different from other suppliers.
Job SummaryAs a key member of the leadership team, the Division Human Resources Director develops and implements a comprehensive talent plan that includes new and existing business strategies.
They will lead cross-regional human resource initiatives to implement HR strategy, organization re-design, talent management pipelines, employee development, legal compliance, and continue to support the ITW Diagraph culture.
Reporting to Diagraph VP/GM, the Division HR Director will collaborate with the Diagraph leadership team to establish Annual Plan and Long Range Strategies.
Primary Responsibilities:
The
Division HR Director
is a critical Division leadership role.
It is a strategic business partner to the VP/GM, working collaboratively together to ensure the division meets its people needs in the short and long-term.
The HRD will create and drive HR strategy and processes that align with business plans and strategic objectives.Broadly, the HR Director is responsible for a wide range of functions including HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Cultural Transformation, Employee Safety and Employee Engagement.
This role has multi-site responsibility and will manage a team of 2. This is an onsite position andis based in St. Charles, MO.
Essential Duties and Responsibilities
TALENT STRATEGY
–Create and implement Division talent management strategy to build and maintain sufficient quantity and quality of talent throughout the division.
CULTURE CHAMPION
– Learn, embrace, and serve as a culture champion for ITW Business Model and Toolbox. Align ITW core values division wide by creating a culture of inclusion and engagement to meet business and talent needs. Act as employee engagement champion – coordinates the delivery of engagement survey, works with leadership to analyze results, and advises on action plans. Facilitates awareness of engagement and cultural opportunities within the business.
ORGANIZATION DESIGN
– Assesses organizational capabilities to identify organizational needs for the business AP and LRP. Lead and partner with local business unit and functional leaders on organizational change to support division objectives, assisting with organization design and communication strategies. Advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design and strategic workforce planning. Leads organizational change management, and cultural initiatives ensuring effective processes and communication.
TALENT ACQUISITION
PERFORMANCE MANAGEMENT
– Lead and support performance management cycle, advising and coaching in areas of goal setting, mid-year feedback activities, annual performance review and the compensation planning process.
COMPENSATION - Develops and administers job evaluations and annual compensation review programs, using relevant market data as needed to maintain competitiveness.
TRAINING & DEVELOPMENT-
Design, deliver and implement training programs on various business, human resource, and leadership topics to develop talent and leadership capabilities.
SUCCESSION PLANNING – Facilitates annual talent review within division. Lead 9-box assessments with local and functional leaders. Sponsors succession plans and development priorities based on talent review to meet business and talent objectives.
EMPLOYEE RELATIONS
– Lead and support employee relations matters including policy creation, interpretations and if necessary, investigations. Provides coaching to local leadership team based on business needs and applicable HR practices.
LABOR RELATIONS
– Union negotiation of contract and supporting grievance procedures.
COMPLIANCE
– Active role in development of Affirmative Action Plan within the division. Ensures compliance with required legal postings on bulletin boards. Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance.
SAFETY
– Supports safety initiatives and drives zero accident safety culture. Record safety incidents. Complete compliance reports (OSHA logs)
OTHER - Performs other duties as assigned.
Bachelor's degree in Human Resources, or HR certification a must.
Minimum of 7 years in HR Leadership role, preferably experiences in a manufacturing environment.
Experienced in recruitment, organizational design, engagement and change management initiatives.
Strong business partnership capabilities:
ability to learn and adapt to changing business, help assess talent and become familiar with our industry and its implications for our division.
Strong written/verbal communication skills; demonstrates good listening skills; able to communicate status on process with colleagues, keep team members informed and responds clearly to employee inquiries.
Demonstrates a positive friendly attitude in working with all levels within the organization.Strong process-oriented mindset which focuses on efficiencies and simplification.
Independent and organized work style effectively manages and prioritizes workload, assume, and manage multiple tasks without close supervision, adapt to change and consistently meet deadlines.
Ability to make independent decisions and regularly suggest ways to improve services and processes.Strong technical skills/aptitude:
proficiency in MS Office programs (Word, Excel, and PowerPoint). Experience with HRIS systems (Workday experience preferred).
Ability to use good judgement and discretion with highly confidential business and employee information.
Travel up to 25% (Domestic and International)
Physical Requirements & Work Environment
The physical demands/work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
