American Chemet Corporation

Job Title: / Date: / Job #: / Grade: / FLSA:
Director of Human Resources / 03/2011 / Exempt
Department: / Reports to (Position Title):
Human Resources / Chief Financial Officer
Functional Summary: A brief description that summarizes the overall purpose and objectives of the position, the results that are to be accomplished and the degree of freedom to act.
The Director ofHuman Resources (DHR) will serve as an integral member of the Leadership Team. The DHR is accountable for developing and executing successful HR strategies and operational plans that directly support and align with the organization’s mission, vision, goals and objectives. Fulfills the roles of employee champion, management advocate, business partner and change agent.
Specific Accountabilities: Primary duties and responsibilities of the position.
Recruitment. Develop and execute staffing plans and programs to identify and acquire talent within and outside the organization. Devise and utilize effective recruitment strategies for sourcing, selection, and hiring new employees. Maintain a candidate pipeline that anticipates and meetscurrent and future staffing requirements. Program components may include: advertising/sourcing; applicant tracking; employee referral program; candidate assessment; reference/background checking; salary offer/negotiation; relocation; immigration/work visas; temporary employment; independent contractor agreements. Develop effective relationships with external search firms, candidate sourcing vendors, applicant tracking system vendor, etc.
Compensation. Develop, implement and administer base pay and incentive compensation programs that attract, motivate and retain a high performing work force. Responsible for the development and implementation of policies, procedures and systems that support plan administration. Assess trends in competitive labor market and recommend appropriate solutions. Program components may include: base pay; short-term cash awards; equity/stock; job evaluation; market place analysis (e.g. salary survey participation, etc.); merit/promotion/equity adjustment program; performance management (e.g. 360 degree feedback); career ladders and job descriptions; salary setting for new hires.
Benefits. Develop, administer and evaluate benefit programs that attract, motivate and retain high performing work force while working to achieve the best pricing and value to the company. Program components may include: group health plans (medical/prescription drug, vision, dental); COBRA; 401(k); Employee Assistance (EAP); Education Assistance/Tuition Reimbursement; Flexible Benefits; Transportation Fringe Benefits; Short-Term, Long-Term Disability; Life & AD&D; Long-Term Care; FMLA Administration; Commuter Trip Reduction; Adoption Assistance; Unemployment Insurance; Workers Compensation Retrospective Rating Program; Payroll coordination; various Discount Programs; recognition programs (e.g. length of service, achievement, etc).
Employee Relations. Employee Relations programs may include: HR policies and procedures; recognition programs; corrective action; employee lawsuits/complaints/investigations; employee attitude surveys; drug & alcohol testing; HR employee communication; and immigration/work visa program.
Training & Development.
Plan, develop, implement and administer training and organization development programs that prepare staff to meet or exceed current and future needs of the organization. Program components may include: new employee orientation and on-boarding; career development; leadership/management/skills training; and succession planning. Develop performance indicators which demonstrate learning outcomes. Identify performance gaps and recommend corrective action.
Human Resource Information Systems.
Accountable for the evaluation, implementation, administration, and leveraging of HR technology to support better business outcomes (e.g. workforce planning, performance management, compensation, workplace diversity, etc.). Accountable for data integrity, analysis and report generation. Program components may include: HR/Payroll system; Applicant Tracking system; Position Management, Employee Attitude Survey portals, etc.
Regulatory Compliance. Identify and implement HR programs, services and processes that are legally compliant at the Federal, State and local level.
Education and Experience Requirements:

BA/BS in Business Administration or related field preferred
10+ years of professional HR experience with some exposure to the manufacturing industry. At least 2 years management experience preferably in a small- to medium-size organization

Certificates/Licenses/Registrations:

PHR/SPHR/CEBS/CCP preferred