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Human Resources Director (HVAC Manufacturing)

Lennox International


Location:
Stuttgart, Arkansas 72160
Date:
09/25/2017
2017-09-252017-10-25
Job Type:
Employee
Job Status:
Full Time
Shift:
1st Shift
Categories:
  • Communications
  • Employee Relations
  • Employment/Recruitment
  • HR Generalist
  • Organizational Development
Lennox International
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Job Details

Lennox International (LII) is a leading global provider of innovative climate control solutions for heating, ventilation, air conditioning, and refrigeration (HVACR) markets.

Beginning over a century ago, Lennox International has built a strong heritage of Innovation and Responsibility. Our position as an innovation leader continually inspires us to promote more efficient energy use and a healthier environment through our product operations. Our engaged and diverse workforce is committed to providing climate control solutions that provide the most value and comfort for our customers. 

We are proud to have instilled a shared sense of responsibility and commitment among our approximately 10,000 employees located throughout North America, South America, Europe, Asia, and Australia.

 

Job Description

The Director, HR is responsible for providing strategic and functional leadership in effectively developing and deploying human capital to achieve targeted business results. Working as a key member of the Commercial business unit, he or she will identify business challenges/opportunities and develop/implement effective people solutions across the factory. The successful candidate will provide functional leadership to the HR team in Stuttgart across a broad range of HR disciplines, helping to craft the overall HR strategy and drive detailed execution.

 

  • Coordinates, develops and implements human resources policies and programs for factory location
  • Advises the general Plant Manager on Human Resources strategies and issues
  • Represent Lennox in various community and public relations activities
  • Develops and implements training programs based on strategic needs of the plant, including human asset inventory
  • Conducts a variety of pre-employment, post-employment and performance management training programs 
  • Oversees the plant safety, security, and environmental programs and compliance with all local, state and federal laws
  • Oversees employee relations including those related to employee complaints, legal requirements and policy violations
  • Develops, communicates, and trains employees on HR policies and procedures
  • Key contributor to creating and executing the factory strategy, ensuring human resources implications are effectively identified and addressed
  • Drive effective talent management strategies across the factory, including recruiting, performance management, succession planning, employee development, employee engagement,  diversity, inclusion, and retention
  • Drive process and efficiency improvement across all functions of the HR department.
  • Provide change management leadership to be proactive in anticipating, assessing, and addressing the needs of the factory

Requirements

Professional

 

  • Successful, 10+ year  track record in large, single site industrial manufacturing organizations
  • Significant HR management experience and knowledge of human resources systems
  • Bachelor’s degree in Human Resources or a related field.  Advanced degree preferred. 
  • Track record of effectively resolving customer related issues, improving processes and helping in efficiency
  • A demonstrated capacity to navigate effectively in a matrix environment
  • The ability to balance local market considerations with the overall corporate priorities of the business
  • Experience in delivering corporate HR programs and initiatives and ensuring they are embraced by and become embedded within the local business

Technical

  • Sound knowledge of technical HR systems, processes and procedures
  • Sound knowledge of applicable labor and employee law guidelines related to a manufacturing operation
  • The ability to manage and mediate conflict is also is also essential.
  • Demonstrated experience in developing and presenting high impact plan to senior leadership
  • Solid analytical and process management skills. Has strong business acumen and able to define and understand the most critical issues
  • Excellent communication skills (written and verbal)
  • Strong management skills, with emphasis on people development

 

Behavioral

  • Continuously, but constructively, demanding of team performance
  • Outstanding cross-functional leadership skills; viewed as credible by business unit/functional leaders
  • Willingness to “constructively dissent” and challenge senior management thinking
  • Visionary leader with a strong business perspective
  • Able to get buy-in and commitment from both internal and external stakeholders
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