Senior Director, Human Resources Business Partner, MIS Business Group

☞ Novanta Inc.

Ver: 179

Dia de atualização: 07-10-2024

Localização: Bremen Brandenburg

Categoria: Recursos Humanos

Indústria: Electrical Electronic Manufacturing Medical Devices Mechanical or Industrial Engineering

Posição: Director

Tipo de empregos: Full-time

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Conteúdo do emprego

Build a career powered by innovations that matter! At Novanta, our innovations power technology products that are transforming healthcare and advanced manufacturing—improving productivity, enhancing people’s lives and redefining what’s possible. We create for our global customers engineered components and sub-systems that deliver extreme precision and performance for a range of mission-critical applications—from minimally invasive surgery to robotics to 3D metal printing.

Novanta is one global team with over 26 offices located in The Americas, Europe and Asia-Pacific. Looking for a great place to work? You have found it with a culture that embraces teamwork, collaboration and empowerment. Come explore Novanta.

As an integral member of the business unit leadership team, the role will identify, develop and deploy business-driven HR strategies designed to attract, manage, develop, motivate and retain key people while creating a high-performance, sustainable organization capable of achieving the business objectives and action plans.
The Senior Director, Human Resources Business Partner, is responsible for aligning business objectives with employees and management within the business group. The role assesses and anticipates HR-related needs. Communicating needs proactively between the business management and the HR Functional organization, the position seeks to develop integrated solutions. The position develops partnerships across the HR function to deliver value added service to management and employees that reflects the business objectives of the organization. The Senior Director, Human Resources Business Partner maintains an effective level of business literacy about the business group’s financial position, its long-term plans and its culture and competition.

Culture And Organization Effectiveness

The Essential Functions of the Position Include:
  • Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy.
  • Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training.

Talent Management And Retention
  • Develop talent acquisition plans that anticipate short/long-term business needs.
  • Coach others on how to engage and retain key talent, identify when there is a retention risk and differentiate between wanted and unwanted turnover.

Performance Management
  • Through the performance management system assure that annual employee job performance assessments are conducted.
  • This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization.
  • Provide coaching and consulting to business leaders on effective performance management intervention.

Employee Communications
  • Advocate employee communications processes that inform employees as well as to assure two-way communications between employees and management.

Coaching, Consulting And Facilitating
  • Provides guidance and direction to business leaders on human resource management policies, processes and systems.

Key Responsibilities

  • Consults with line management, providing HR guidance as necessary.
  • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
  • Manages and solves complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Maintains in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with legal department as needed.
  • Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Provides HR policy guidance and interpretation.
  • Provides guidance and input on business unit restructures, workforce planning, and succession planning.
  • Identifies training needs for business unit, including evaluation and monitoring of training programs to ensure success.
  • Proven ability to influence and work effectively across all levels in a matrixed environment.

    • Competencies

  • Customer focus
  • Priority setting
  • Managerial Courage
  • Self starter
  • Business Acumen
  • Communication skills
  • Consultation
  • Ethical Practice
  • Global & Cultural Awareness
  • HR Expertise
  • Relationship Management
  • Self confidence

    • Education And Experience
    • Bachelor’s Degree in Human Resources, Business or related discipline. Master’s Degree is highly desired.
    • Minimum of 15 years’ experience of HR and business-related experience in global manufacturing environments.
    • Proven experience impacting gross margin results through organizational design strategies.
    • Ability to design and implement talent retention strategies to reduce unwanted turnover.
    • Merger & acquisition due diligence and integration experience in a global environment including culture assessment, key talent retention and knowledge transfer.
    • Proven experience driving sales achievements through talent management strategies.
    • Working knowledge of multiple HR disciplines to include, compensation, organizational design, employee relations, diversity, performance management, and employment laws.
    • Proven ability to influence and work effectively across all levels in a matrixed environment.
    • Ability to understand, interpret, and easily communicate and align policies and practices to the Novanta Values and Code of Ethics.
    • Proven ability to deal with conflict and diffuse difficult situations.
    • Ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training.
    • General knowledge of employment laws and ability to apply legal concepts to real world situations.
    Novanta is proud to be an equal employment opportunity and affirmative action workplace. We consider all qualified applicants without regard to race, color, religion, sex (including pregnancy), sexual orientation, gender identity or expression, national origin, military and veteran status, disability, genetics, or any other category protected by federal law or Novanta policy.

    Please call +1 781-266-5700 if you need a disability accommodation for any part of the employment process.
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    Data limite: 21-11-2024

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