Demant Hiring for Human Resources Director Job at Jacksonville, FL Full Time

Demant is a world-leading hearing healthcare group that for more than a century has played a vital part in developing innovative technologies and know-how to help improve people’s hearing and health. In every aspect, from hearing devices, hearing implants and diagnostic equipment to intelligent audio solutions and hearing care all over the world, Demant is active and engaged.

The Demant Group operates in a global market with companies in more than 30 countries, employs more than 14,500 staff and generates annual revenue of DKK 14 billion (approx. 2.1 billion USD). Our products are sold in more than 130 countries.

Responsibilities:

• Developing and implementing HR initiatives in line with organizational objectives and in conjunction with the shared services corporate US human resources unit
• Collaborate with both local and global HR departments, including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management HR information systems (HRIS) and financial planning of the department in conjunction with shared services and #1Newco philosophy
• Liaising directly with the executive team of #1NewCo and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters
• Contributing to long-term strategic goals around business and people development, including succession planning and executive talent acquisition
• Developing company wellbeing, health, and counseling policies in coordination with HQ benefits team
• Leading the analysis of employee feedback and data, with the aim of creating an excellent working environment and engaged culture
• Provide budget input based on company needs
• Taking oversight of the company’s culture through employee enhancement activities and programs
• In conjunction with the President and other leadership team members, plays a key role in strategic planning as related to the customer (employee) journey (short and long term) and implementation, while ensuring that NewCo stays true to its mission, vision and values.
• Acts as a strategic thinker on the leadership team and works closely with the team to ensure that business objectives are met.
• Focuses on increasing core competence of HR by using success metrics such as KPIs, and performance objectives to enhance overall employee satisfaction and retention levels.
• Oversees the implementation of Human Resources programs
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments from a shared service and #1NewCo perspective
• Establishes departmental measurements that support the accomplishment of #1NewCo goals
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment
• Develops and administers programs, procedures, and guidelines to help align workforce strategic planning with department leaders
• Participates in executive, management, and company staff meetings and attends other meetings with departmental staff
• Manages the Human Resources employee data and confidential materials in conjunction with shared services protocols and policies.
• Utilize appropriate HRIS to the company’s recordkeeping and management advantage Partner with shared services to ensure all data elements are maintained especially for auditing purposes
• Defines the training and development programs, and partners with the responsible managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports as follows suit with shared services
• Promotes usage of related systems for training and compliance
• Establishes the use of employee training in house system that addresses company training needs including training assessments for new employee orientation and onboarding, Coordinates management development, cross-training efforts where needed, and ensures the measurement of training impact, and training transfer
• Assists managers with the selection and contracting of external training programs and consultants if applicable and aligned with shared services
• Assists with the development of and monitors the spending of the corporate training budget
• Establishes and leads the recruitment processes and procedures necessary to recruit and hire a superior workforce
• Interviews management- and executive-level candidates; serves as an interviewer for position finalists
• Follows Legal and Human Resources policies and objectives for the company regarding employee relations, aligned with shared services
• Partners with management to communicate Human Resources policies, procedures, programs, and laws
• Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Conducts investigations when employee complaints or concerns are brought forth
• Monitors and advises managers and supervisors in the progressive disciplinary process of the company. Monitors the implementation of a performance improvement process with non-performing employees
• Reviews, guides, and approves management recommendations for employment terminations with the utmost confidentiality and proper protocol
• Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data, including ergonomics
• Reviews employee appeals through the company complaint procedure, as prescribed by shared services
• Establishes the company wage and salary structure, pay policies, and oversees the systems within the company including bonuses and raises as aligned with #1Newco President and shared services
• Partners with shared services and leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff
• Monitors all pay practices and systems for effectiveness and cost containment
• Leads participation in at least one salary survey per year, as prescribed with shared services
• With the assistance of the shared services and the US business units, obtains cost-effective, employee salary survey benefits; monitors national benefits environment for options and cost savings
• Leads the development of benefit orientations and other benefits training
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and market competitiveness in the TPA space for retention
• Partners with legal shared services and HR on company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the American with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits
• Directs the preparation of information requested or required for compliance with laws Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies in conjunction with shared services HR staff and legal
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Facilitates and designs a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management in collaboration with existing Group process
• Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
• Identifies and monitors the organization’s culture so that it supports the attainment of the company’s goals and promotes employee satisfaction. Supports culture of attainment of the company’s goals and promotes employee satisfaction.
• Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
• Manages any company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.
• Keeps the President and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level

Qualifications:

• 
  Experience and Education: Leader with 10 years’ experience; at least 5 years in a business partner role. Bachelor’s Degree required; Masters preferred.
• Leadership and Strategy: first and foremost, who is strategic, inspirational, can drive sustainable change and who can deliver results. The person must have at least 8-10 years of experience with demonstrated success with significant human resources operational accountability and progressively responsible management.
• Proven Track Record Delivering Excellence and Value to Internal Customers: Proven ability to effectively manage employee related issues, drive positive work relations and strong HR operations to drive employee retention. Understanding the voice of the customer (employee) is essential to success. The person must be a proven change leader with strong interpersonal skills and ability to handle sensitive information.
• Preferred Healthcare/Health Plan/TPA Experiences: Mission-oriented and energetic, the person must have a demonstrated track record of success in the US healthcare sector with a passion for customer care. The successful candidate needs to possess experience in the healthcare industry with payor, provider, or other health care-oriented organizations.
• Staff Management and People Development Skills: Proven and successful track record recruiting, mentoring, and inspiring and empowering individuals with an ability to hold people accountable and to deliver superior performance. Excellent emotional intelligence and ability to identify their own strengths and gaps to maximize impact. Demonstrated ability to delegate effectively and to establish clear guidelines for accountability.
• Interpersonal, Communication, and Relational Building Skills: Ability to relate to and effectively work with a diverse group of individuals, groups, and people collaboratively and diplomatically. Proven ability to engage internal and external constituencies. The person must possess an uncanny ability to handle and to resolve conflict in a productive and direct manner. Excellent oral and written communications are a must. The person must also exude high energy with a positive manner and a can-do attitude and excellent judgment.

• Ability to simultaneously balance and adjust to multiple changing priorities and make decisions with speed and accuracy.
• A true team player who takes a collaborative approach with executive peers and other colleagues. Someone who is able and willing to regularly debate constructively, build consensus, and ultimately align around common objectives. A direct communicator who can foster the same among his/her executive level peers.
• A strong people leader who is willing and able to apply professional development techniques with direct reports, while always utilizing a cooperative and cross-functional approach.
• High level of proficiency and demonstrated effectiveness in problem-solving, and implementing new programs related to increased departmental and organizational operating efficiency.
• Impeccable values, ethical standards, and a strong moral compass with integrity.
• Business savvy and financial acumen.
• Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development.
• Above average oral and written communication skills.
• Excellent interpersonal and coaching skills.
• Human resources, Business Administration, or related discipline required. A Master Business Management, Organizational Development, or other business or people related majors with emphasis on high engagement of people and processes is preferred.
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
• Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement preferred.
• Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management.