Director of Human Resources

Duties And Responsibilities

• Update and execute multi-year global talent strategy aligned with SIGI growth strategic plan, financial objectives and Balanced Scorecard objectives
• Lead HR organization that supports multi-site manufacturing, including shared services, HRBP support, and local HR compliance
• Serve as an advisor to senior leaders on organizational design, workforce planning, leadership capability, and culture
• Present to Board of Directors on elements of talent strategy
• Lead global recruitment strategy for corporate, technical and plant roles
• Partner with operations leaders to forecast labor demand, manage staffing models, and reduce time-to-fill / turnover, especially for critical positions
• Implement scalable onboarding and retention programs that improve early tenure success with new hires
• Implement internship, apprenticeship and other early-stage talent acquisition programs in partnership with local educational and training institutions
• Design and manage competitive, market-aligned compensation and benefits programs across regions, balancing standardization and local requirements
• Maintain job architecture, leveling and pay governance
• Oversee annual compensation cycles, bonus programs and merit planning
• Partner with Finance to manage benefits cost trends and ensure equitable, compliant rewards practices
• Manage employee relations issues to achieve successful resolution of concerns and risk mitigation for the company, in accordance with company policies and local and federal employment laws
• Partner with legal support and local counsel as needed to ensure compliance with labor laws and supporting audits as necessary
• Develop frontline leader capability to improve engagement, reduce conflict and strengthen accountability
• Develop and implement training programs and training resources that align with and support company goals for business growth, change management, employee development to address skill gaps in the workforce
• Evaluate training program effectiveness, scalability across SIGI, and make improvements as needed
• Manage the performance management process and facilitate improvement of performance management systems and training to reinforce a culture of measurable goals, feedback and accountability
• Manage the talent roundtable process
• Build training frameworks for product, technical and compliance training
• Ensure strong HR operations: payroll oversight, HR administration, benefits, leave management, employee data governance
• Lead HR process standardization and adoption; improve data quality and reporting
• Support dashboards that link workforce metrics to business outcomes (key metrics include safety, career advancement and retention)
• Ensure compliance with employment laws and regulations in the United States, Mexico, China, Sweden, Germany, France, the United Kingdom and other countries as applicable
• Provide inputs into Enterprise Risk Management (ERM) process
• Lead HR’s role in transformation initiatives (site expansions, merger integration, automation)
• Drive engagement strategies and culture initiatives that support continuous improvement, employee engagement and safety
• Establish communication rhythms and leader toolkits that strengthen alignment across geographies

Qualifications – Skills And Experience

• Human Resources senior professional with 10+ years of progressively responsible strategic HR leader and business partner experience, with the ability to build and evolve a scalable HR organization capable of multi-site operations
• Absolutely must have at least 10 years of experience in human resources/organization assessment, learning and talent development, talent acquisition, assessment, and development experience
• Proven ability to coach leaders and employees, with strong knowledge and ability to work effectively in a global matrix organization
• Experience within manufacturing / industrial environments, demonstrated success supporting multi-site operations; experience across at least two global regions preferred
• Experience with lean manufacturing and/or continuous improvement culture
• Deep and broad understanding of employment law, recruitment and selection, employee relations, and overall risk management
• Demonstrated ability to think creatively and collaboratively about staff development and training opportunities and develop content as needed
• Ability to influence and build credibility at all levels and establish collaborative working relationships
• Proven ability to operate in a fast-paced, complex, decentralized and geographically diverse organizational structure
• Superior interpersonal, communications, flexibility and conflict management skills
• Solid strategic thinking and proactive problem-solving skills
• Excellent networking and interpersonal skills as well as strong organizational skills and initiative
• Proficient computer skills – especially Microsoft Suite of applications (Word, PowerPoint, Excel) and HRIS/HRM systems
• Willing to travel domestically and internationally as needed (travel approximately 25% of working time)

Qualifications – Key Competencies

• Motivates and Inspires - Creates an environment that stimulates others to follow and be part of the change process
• Result oriented - Produces results of high standard through planning, implementation, and evaluation of programs and policies
• Change management and systemic problem-solving – Must be adept at managing and leading through change and proactively problem-solving
• Win the right way - committed to the highest ethical standards among all stakeholders in the organization and conducting its business with those standards