Director of Human Resources

  • 51750
  • 12 Feb 2020
  • Solon, OH
  • Manufacturing
  • $200,000 - $250,000
  • Nate Skow

Job Description

Director of Human Resources

Position Summary

Director of Human Resources will support the company culture, strengthen values, establish policies and procedures, and reinforce the behaviors needed to support strategy, objectives, and activities. The successful candidate is strategic, yet hands on, as many aspects of the role require individual contributions at personal, staff, business, and technology levels. Reporting to the Chief Executive Officer, the Director of HR will lead a geographically disbursed team. As a member of the executive team, the VP HR will partner with the CEO, the management team, and operating leaders in managing the ongoing evolution and growth.

The company has undergone significant organic growth over the past five years and has plans to continue the growth via acquisitions and organically. It will be critical for the Director of HR to define the short- and long-term HR strategy, as well as ensure alignment with the business strategy. The incumbent will also be responsible for strategic human resource capital management and position the company as the Employer of Choice.

This position will be located in Cleveland and will report to the CEO

Major Responsibilities

  1. Construct, manage, and communicate the Human resources roadmap in support of the vision.
  2. Provide focused, business-minded HR leadership, emphasizing HR’s measurable contribution to business success and business metrics (revenue growth, profitability, market share, customer service, expense, etc.).
  3. Establish credibility throughout the organization and set an example as a proactive senior leader and change agent who earns respect by demonstrating a sound understanding of business objectives and goals.
  4. Participate in the development of the company’s plans and programs as a strategic partner but particularly from the perspective of the impact on people.
  5. Develop human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company and the automotive aftermarket industry.
  6. Ensure progressive and proactive compensation and benefits programs are in place that provide motivation, incentives, and rewards for effective performance and support an employee and company partnership for achievement short and long-range health and welfare protection of the employees.
  7. Enhance, develop, implement and enforce human resources policies and procedures of the organization by way of a system that will improve the overall operation and effectiveness of the organization. In particular, develop the human resource information system and necessary reports for critical analyses of the HR function and the people resources of the corporation.


Ideal Experience

  • Fifteen or more years of progressive HR management experience in a fast-paced, high growth business with hands-on knowledge of the unique demands of a distributed workforce with a customer-centric business is required.
  • Must have minimum of three years at the senior management or executive level in an organization of similar or larger size. SPHR Preferred
  • Special skills which are required include, business acumen, strategic planning, organizational assessment, highly developed leadership and interpersonal skills, and quantitative analytical abilities

Critical Competencies for Success

  • Collaboration and Influencing/Business Partnership: The candidate will have demonstrated the ability to build strong and open working relationships characterized by mutual respect between superiors, peers and subordinates within the organization. This executive will accomplish this by:
  • Openly communicating ideas with others and inviting and considering input from the business, his/her HR peers and their direct reports. This executive will be accessible and approachable, respecting intellectual integrity and valuing individuality, building and fostering working relationships with business partners from a variety of functions and geographies, thus enabling a partnership mentality with the management team.

Other Personal Characteristics

The ideal candidate will be a:

  • Dynamic, engaging, self-reliant and entrepreneurial senior executive, accustomed to managing in a high growth fast paced environment.
  • Person who is motivated by his/her impact on the team rather than personal career advancement.
  • Person with the ability to build credibility, make quick decisions when necessary, and deliver fast results.
  • Person who has a high sense of urgency, is customer-oriented, and embraces change.

I was very impressed with Nate’s attention to detail and making sure I had as much information and guidance as possble prior to my phone interview. His comments helped understand the employer’s perspective better.
Bruce, Chief Operating Officer in Kentucky