Director, Human Resources

Scope of leadership role:

Reporting to the Senior HR Director for the Clutches & Brakes Division, the Director, Human Resources will serve as a business partner to the Heavy Duty Operational leader of the Division and will be an important member of the Operations leadership team, contributing to the team’s strategy, direction, and overall effectiveness in supporting the business.  This is a hands-on role that is responsible for defining, developing, and implementing strategic HR initiatives to influence the function’s effectiveness. This position will provide HR leadership for eleven manufacturing sites globally.  The position will also support various projects and initiatives across the Clutches & Brakes division outside of the Operations function as needed.

The Director, Human Resources also serves as a key partner to the operations leadership teams, responsible for providing insights, guidance, direction and expertise that supports the development of HR initiatives and priorities at the plant level, and provides leadership in the effective implementation and desired outcomes/KPIs for their functions. 

Responsible for leveraging their experience to manage and execute talent acquisition, workforce planning, management development, talent and performance management, associate engagement, workforce diversity and inclusion along with developing and implementing labor strategies at the plant level to help drive talent acquisition, retention, and productivity.

Responsible for providing indirect oversight and functional leadership to plant-based HR associates. 

Key Responsibilities:

Workforce Planning

• Drives Regal Rexnord values and creates a culture of integrity, responsibility, diversity & inclusion, customer success, innovation with purpose, continuous improvement, performance and a passion to win, all with a sense of urgency.
• Conducts workforce planning based on the individual business unit’s strategy and leverages data and analytics to identify priorities.
• Assesses needs and draws connections across the businesses and operations; identifies implications from a talent, structure and skills requirements.
• Develops organizational design and restructuring plans to optimize resource allocation.

Talent Management/Leadership Development/Diversity & Inclusion

• Develops and leads talent management initiatives to establish a robust pipeline of diverse leadership talent.
• Leverages talent across the Operations function to identify opportunities for developing leadership talent at the sites, and across the region and global function
• Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the business unit leadership team.
• Manages the talent review and succession planning process; provides expertise and guidance to the function’s leadership and HR teams.
• Actively leads and participates in the talent acquisition of key functional positions.
• Implements actions to create a highly engaged, high performing, and inclusive work environment across the function.
• Demonstrates the use of 80/20, continuous improvement and to deliver results aligned with the Segment and Enterprise HR strategy, including KPIs, with a sense of urgency.

Functional Expertise

• Based on previous HR Business Partner experience, can provide hands-on coaching to operational leaders and plant-based HR associates.
• Provide strong oversight on daily or complex employee relations investigations and resolution of major issues.
• Strong end-to-end process management orientation as well as a system orientation in how work is managed and deployed
• Experienced in integration, optimization, and large projects; able to leverage data in making recommendations and decisions
• Key advisor and coach to business leadership and line management on appropriate HR practices and policies; ensures implementation and compliance.
• Identifies opportunities to simplify processes and enhance value of HR to the business.

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

The successful candidate must have a global mindset and  will have proven experience in developing collaborative relationships across all levels of the organization.  This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment.  Be able to employ forward thinking and have the ability to expeditiously execute significant business projects and programs.

Minimum Requirements:

• Bachelor’s degree required (preferable in Human Resources, Industrial Relations, Business or related field) 
• A minimum of 8 years HR business partner experience; preferably within a global industrial manufacturing environment. Experience should include plant level HR responsibility, within union and non-union environments, as well as multi-site responsibility. Past experience managing an HR team (direct and indirect).
• Demonstrated track record of partnering with leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
• Excellent interpersonal and influencing skills to establish trust, credibility, and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
• Comfort and ability to work effectively in a fast-paced, metrics-driven environment; Adapts to rapidly changing dynamics, information, and direction and able to adjust accordingly.
• Proven ability to be hands on, demonstrate resourcefulness, initiative, results-orientation.  Has a mindset of continuous improvement and can embrace Regal Rexnord’s 80/20 principles.
• Demonstrated ability to develop strong partnerships and influence resources outside one’s direct responsibility.
• Ability to travel up to 20%.