Job Description

SP Industries Inc. is searching for a Director, Human Resources to join the team. 

This is a unique opportunity for a creative and driven human resources professional to take on the role of Director, Human Resources for a growing business segment. The successful candidate will utilize not only their human resources knowledge, but also their leadership, communication skills, and business acumen. In this fast-paced continuous improvement environment, we need someone to serve as a strong business partner to improve human resources practices across a multi-site organization with oversight of approximately 600 employees. 

Specific Responsibilities

The successful placement must serve as a strategic business advisor to establish credibility and build long-lasting relationships. The Director will also be responsible for aligning the strategic business goals, cultural objectives, and performance needs of the business. This Director will be working in collaboration with SP’s business leaders, internal stakeholders and other HR colleagues to design, plan, and deliver high-quality business processes through human resources to support the company. These processes include but are not limited to: organizational review/change, change management, talent acquisition, talent development, performance management, compensation planning, HR program deployment, and workforce planning.

Specifically, the successful candidate will:

• Align human resources plans with the SP business strategy, goals and needs
• Develop and execute on the people initiatives that support of overall business goals
• Lead organizational-design and change-management initiatives that support business growth, KPI’s, and maintain a high-performing workforce
• Own the talent attraction and retention strategy/plans to support the business’s growth plan, overseeing recruitment activities, resource and capacity planning, onboarding and related
• Lead performance management initiatives
• Oversee site compensation, ensuring remuneration concerns are addressed and compensation remains competitive
• Ensure an ongoing proactive approach to progressive HR programs, processes and policies, and support corporate HR plans and strategies 
• Develop and implement training programs to enhance employee and manager skills and knowledge, fostering a culture of continuous learning and development
• Ensure that all business activities are performed to the highest ethical standards, in compliance with all company and applicable legal and regulatory requirements
• Work with fellow groups to comply with all health and safety rules and procedures

Professional Qualifications

This leader will have at least 8 years of experience in areas such as field human resources oversight, human resources business partnership, employee development, and/or talent management, with a focus on execution. They will be responsible for ensuring the effective administration of all human resources functions such as compensation, performance management, talent attraction and retention, team/employee development, and employee relations.

Qualifications include: 

• 12 years’ experience, including 5 years managing others in the HR function preferably in a manufacturing company
• Experience working directly with a general manager or other business leader as a strategic HR business partner
• 3+ years of lean/continuous improvement experience preferred
• Ability to act as coach to leaders, to build capability 
• Proven experience turning an HR “administrative” function into a business partnership function
• Global experience – specifically to include the US with some focus on countries outside of the US; some preference for the U.K., and Spain. 
• Track record in organizational and cultural change management
• Experience with organizational design initiatives that position the company for growth, improve operational effectiveness and maintain a high-performing, diverse, motivated, and engaged workforce
• Experience in developing, recruiting, and retaining a high performing team – leading a recruitment team in attracting top talent. Demonstrated ability to implement a talent strategy. 
• Solid business acumen
• Experience in a decentralized parent company is a plus
• Career succession potential for VPHR role
• Experience at a company known for best-in-class HR processes
• Familiarity in working with legal counsel when necessary to ensure compliance and to understand exposure in HR-related matters

Leadership Qualifications

The successful candidate will be hands-on and resourceful, possess a strong work ethic, be innovative and decisive, and possess the ability to create a sense of mission with respect to talent initiatives.

The Director will possess the following personal attributes and characteristics:

• Change Agent: Proven success leading and managing organizational change
• Proven leadership and people management skills: Ability to foster effective relationships amongst diverse manufacturing/SP business teams
• Demonstrated previous experience developing strong relationships across all levels of the organization with the ability to influence
• Strong communication and interpersonal skills
• “Roll up the sleeves” approach toward to getting things done
• Driven for results; resourceful
• Possesses a respectful, supportive, and inclusive style; truly enjoys being part of a team 

Education

A minimum of a Bachelor’s degree or equivalent in Human Resources or equivalent is required. A Master’s degree and/or professional HR designation is preferred. 

THE IDEAL CANDIDATE WILL BE…
The ideal candidate will be…

• Someone who thrives on driving business results (revenue, bookings, OTD, Service Delivery, Quality, Voluntary Turnover, Internal Fill, etc.) through HR processes
• Passionate about working with people at all levels and about continuously improving SP’s results, processes and people capability.
• An individual looking to contribute at a high level and to continue to progress in their HR career.

HSE

All managers are responsible for creating a positive safety culture and maintaining a safe and healthy workplace. It is the responsibility of each manager to ensure that employees receive regular training regarding health, safety and environmental matters. Each manager is also accountable to ensure that HSE matters are addressed in a timely manner and that compliance with both legislative and corporate requirements are maintained.

Manager responsibilities for Health, Safety and Environment include:

• Demonstrate leadership in Health, Safety and Environment compliance
• Hold team members accountable for health, safety and environmental compliance as part of the annual performance review process
• Ensure that the requirements of the health, safety and environment management system are implemented and maintained
• Carry out hazard assessments, inspections, and audits as required by legislative framework and/or corporate requirements
• Ensure that training is provided to all departmental employees are per established training matrix
• Implement appropriate corrective measures for unsafe conditions and unsafe acts
• Ensure that appropriate equipment, materials and protective devices are provided and maintained in safe condition
• Provide information, instruction and supervision to employees 
• Take every precaution reasonable in the circumstances for the protection of employees

Why SP Industries Inc.? The three parallelograms in our logo reflect our core company values: People, Process, and Performance. As part of ATS, Scientific Products leverages the ATS Business Model (ABM) to train, develop, engage, empower, and energize our people to make impactful changes in the organization. Our relentless focus on people is what continues to set us apart as a great place to build a career.
• We provide a wide range of innovative and high-quality scientific products that improve people’s lives
• We offer a robust health and welfare benefits package that includes Life, Health, Dental, Vision
• We offer 401(K) including company match, Paid Time Off annually + Paid Holidays
• You will enjoy career Advancement Opportunities and Tuition Assistance to help you achieve your goals and continue your career growth

EEO and Affirmative Action Statement:
SP is an Equal Opportunity Employer, dedicated to a policy of non-discrimination in employment on any basis and takes affirmative action to ensure equal employment opportunities. It is our policy to provide our employees and applicants with equal employment opportunities in accordance with applicable laws and not to discriminate on the basis of race, color, religion, ancestry, national origin, age, marital status, sex, gender identification, sexual orientation, genetic information, political belief, pregnancy, citizenship, handicap or disability, status as a veteran or member of the U.S. military, or any other characteristic protected by applicable federal, state, or local laws. SP's Affirmative Action Plan is available through the HR Department and may be accessed during normal business hours.

Pay Transparency Nondiscrimination Provision: 
SP 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.

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