Dir Div Human Resources

PURPOSE AND SCOPE:

Directs the development and rollout of human resources initiatives that drive organization effectiveness and goal achievement. Manages change, proactively assesses business needs and collaboratively develops solutions. Provides expertise, coaching, consultation and problem solving on organizational design and development, change management, recruitment and selection, performance management, employee/managerial development, succession planning, employee relations, training, and policy/procedure interpretations. 

PRINCIPAL DUTIES AND RESPONSIBILITIES:

• Executes innovative programs that drive business performance improvements and desired outcomes.
• Serves as a trusted advisor to implement business decisions and is sought out for expertise in people-related decisions.
• Works closely with management to improve employee work relationships, engagement, retention and performance.
• Monitors effectiveness of recruitment and staffing programs for the assigned business units. Provides input and guidance in the development and improvement of Talent Acquisition tools and processes.
• Develops recruitment strategy and employee selection process through the utilizing standard recruitment and employment practices and processes. Regularly monitors employee retention, new hires, and other related recruitment metrics.
• Identifies workforce planning issues and partners with Talent Acquisition to address issues with focused solutions. Provides guidance and input on business unit restructures, and succession/replacement management at the Division level.
• Ensures proper job definition and application of competitive pay / rewards programs. Identifies opportunities to improve and address compensation distribution.
• Provides strategic leadership of short- and long-term goals through the use of thoughtful techniques in the communication of the company's mission and core values as a means to implement positive change and/or create organizational structure within the assigned business unit(s).
• Ensures budgets and schedules are within company requirements with significant organizational responsibility for the overall control of planning, staffing, budgeting, expense priority management, and recommendation and implementation changes of current methods.
• Review and comply with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations.
• Ensures all employees within the assigned team(s) understand and comply with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations; establishing and maintaining effective internal systems and controls to promote compliance.
• Collaborates with employees in the establishment of clear and concise development plans to ensure succession planning and the advancement of future leaders within the organization.
• Strategic leader with broad-based knowledge in individual departments, and strong knowledge of industry practice and business principles.  Works on complex issues where analysis of situations or data requires an in-depth knowledge of the company.
• Regularly interacts with executives, senior management, and/or major customers.  Interactions frequently require special skills such as negotiating or influencing customers and/or senior level leaders in matters of significance to the organization.
• Interacts with all levels within the organization to manage functional area.  Overall responsibility for hiring, coaching and counseling employees, including performance reviews, disciplinary action and terminations.
• Provide technical guidance.
• Assist with various projects as assigned.
• Other duties as assigned.

Additional responsibilities may include focus on one or more departments or locations.  See applicable addendum for department or location specific functions. 

PHYSICAL DEMANDS AND WORKING CONDITIONS:

• The physical demands and work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
• Travel to regional, divisional, group and corporate meetings may be required.

SUPERVISION:

May be responsible for the direct supervision of various levels of HR staff.

EDUCATION:

Bachelor's Degree required; Advanced Degree preferred

EXPERIENCE AND REQUIRED SKILLS:

• 10+ years' related experience.
• 5+ years' experience as a Manager; or 5+ years' experience in a senior managerial role.
• Strong management skills with the ability to lead cohesive and productive teams.
• Strong interpersonal skills with the ability to communicate with all levels of management through diplomacy and tact.
• Excellent oral and written communication skills. Must be able to effectively interact with all levels of the organization. 
• Must have excellent influencing and negotiation skills. 
• Must have knowledge of business basics, be able to read and understand business financial statements and key business metrics.
• Strong consulting, problem analysis and solution, client management and business literacy skills.
• Must stay current with the general trends in employment and agency law, the labor market and HR best practices.
• Experience with HR role in acquiring/divesting businesses.
• Demonstrated ability to utilize KPIs, metrics, reports and analysis to create solutions.
• Ability to identify and anticipate client needs and make recommendations for implementation.
• Highly organized and able to handle multiple priorities simultaneously.
• Prior experience in a large, complex, distributed workforce organization.

EO/AA Employer: Minorities/Females/Veterans/Disability/Sexual Orientation/Gender Identity

ADDENDUM:

HR/FVC focus

• Develops and monitors Affirmative Action Plan (with outside service) and related diversity initiatives. 
• Guides managers in assigned businesses/functions on union-avoidance.
• Participates in acquisition target due diligence and summarizes deal and/or transition issues for decision-making.
• Acts as the FVC liaison to Corporate Benefits and Risk departments regarding Workers' Compensation and disability issues.

Fresenius Medical Care North America maintains a drug-free workplace in accordance with applicable federal and state laws.