• Vice President, Human Resources

    Location US-PA-Jeannette
    Job ID
    P02059
    # Positions
    1
    Experience (Years)
    15
    Category
    Human Resources
    Type
    Full-Time
  • Overview

    This position reports to the Chief Operating Officer and has both corporate function and operating unit responsibilities globally. Has contact with all levels within the organization including frequent contact with executive management.   Regular contact with professional, legal, governmental, and community organizations domestically and globally.  Serves as the HR contact and liaison for the Elliott Group Board of Directors.

     

    Responsible for the design, development, implementation, administration and communication of policies, programs and procedures in the areas of Employment, Training, Compensation (both domestic & foreign), Security, Industrial Hygiene, Medical, EEO, and travel.  Also responsible for company-union relations including contract negotiations, administering dispute resolutions and for maintaining union-free facilities in those plants not organized.  Insure development of appropriate technical and management skills to meet present and future needs of the corporation.

     

    Approximately 25% domestic and international travel.

    Responsibilities

    • Develop, recommend, interpret and administer policies, programs and procedures designed to meet contractual, legal and strategic objectives including developing and maintaining appropriate succession planning.
    • Develop, recommend and implement strategies for interaction with various public and private agencies, both foreign and domestic, such as EPA, OSHA, EEOC, OFCCP, U.S. Department of Labor, U.S. Citizen and Immigration Services, IRS, U.S. Department of Justice and various foreign labor courts to insure the company complies with various laws, orders and regulations.
    • Develop, recommend and implement the strategy for company-union relations including contract negotiations, administration and dispute resolution to meet financial and strategic goals while maintaining harmonious relations with various collective bargaining agents. Serve as chief spokesman for labor negotiations.
    • Design, modify, implement, interpret, communicate and administer domestic and foreign pension plans for various employee groups to insure they meet contractual, legal and company strategic requirements.
    • Design, modify, interpret, implement, communicate and administer cost effective domestic and foreign health and welfare plans in accordance with legal and contractual requirements and company strategic requirements.
    • Develop, recommend, implement, approve and administer wage and salary practices and policies to provide competitive pay practices designed to attract and retain top talent.
    • Develop and direct a process of organization development primarily addressing succession planning. Coordinate activities across division lines.
    • Design, modify, interpret, implement, communicate and administer savings and investment plans in accordance with legal and collective bargaining requirements to provide employees with a method and vehicle for personal saving.
    • Review, design, recommend and monitor organizational structure relationships and manpower levels to insure appropriate skills mix, size and structure to meet production and strategic requirements.
    • Develop, modify, administer and recommend lease vehicle policies and practices for various employee groups including executive to insure uniform application, control costs and to satisfy strategic requirements.
    • Develop, modify, administer and compare travel policies, procedures, and practices to insure cost effective travel to meet strategic objectives.
    • Develop, recommend and implement strategies to maintain non-union status at those non-union facilities.
    • Develop and maintain various recruiting services to insure an adequate supply of manpower with the appropriate skills to meet the needs of the business.
    • Serve on various teams and committees including the Pension Committee and Compensation Committee. Serve as Chairman of the Incentive Committee.
    • Develop and administer various executive compensation programs including short and long term incentive plans and Phantom Stock Plan.
    • Direct the formulation and implementation of the company's training programs.

    Qualifications

    Education and Experience:

    • Bachelor degree required. Master degree preferred. HR certification a plus.
    • 15 plus years in HR management including leading strategic and tactical HR functions.
    • Knowledge, application and court interpretation of labor laws. EEO, EPA, OSHA, ERISA, COBRA, NLRA. Knowledge of Global Human Resource policies and practices.
    • Experience in dealing with unions including grievance administration, arbitration, and labor negotiations; experience in administering policies and practices of personnel functions such as recruitment, compensation, benefit plans, and security.
    • Experience in a capital goods engineered-to-order business preferred.

     

    Required competencies include:

    • Leadership - Developing and communicating a vision and its objectives so that others will follow and take action.
    • People selection - Identifying, attracting, and motivating highly talented people. Surrounding self with the best people available.
    • Managing performance - Effectively managing staff performance through the PERFORMANCE MANAGEMENT PROCESS: setting objectives, providing feedback and coaching, and accurately assessing employee performance.
    • Integrity - Remains consistent in terms of what one says and does. Earns the trust of coworkers. Does what is right vs. what is politically expedient.
    • Customer focused - Meets internal and external customer needs in a way that provides satisfaction and results. Is visible and accessible to customers.
    • Negotiating skills - Recognizes when to be aggressive and when to concede in order to create "win/win" results. Has track record of successful negotiations in difficult situations.

     

     

    Elliott is an equal employment opportunity/affirmative action employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, marital status, genetic information, disability, veteran status, or any other characteristic protected by the federal, state or local laws of the United States. Elliott is a drug free workplace.

     

    No agency submissions please. NOTE: Resumes submitted to any Elliott Group employee without a current, signed and valid contract in place with the Elliott Group recruiting team will become the property of Elliott Group and no search fees will be paid.

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