Major Function:

Develops Human Resources policies and programs for the entire company. The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services. Originates Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinates implementation through Human Resources staff. Reports to the Chair as the ranking Human Resources executive in the company. Assists and advises senior management on Human Resources issues.

Essential Functions:

Additional Responsibilities:

Assumes other duties as assigned by supervisor.

Perquisites for the Job:

  • Education: Bachelor's degree or equivalent in Human Resources. Specialized training in organizational planning, compensation, and preventive labor relations.
  • Affiliations with successful companies who practice effective Human Resources Management.
  • Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Well-developed administrative skills. Strong management skills—principles and people. Experienced working with more than two divisions.
  • From eight (8) to ten (10) years' experience gained through increasingly responsible management positions within Human Resources.
  • A minimum of three (3) years' recent experience as the top Human Resources executive of a company with 800 to 1,000 employees in a nonunion manufacturing and office environment. Direct marketing companies a plus.

Personal Characteristics:

  • High energy level, comfortable performing multifaceted projects in conjunction with day-to-day activities.
  • Superior interpersonal abilities. Ability to get along with diverse personalities, tactful, mature, flexible.
  • Good reasoning abilities. Sound judgment.
  • Good communication skills.
  • Resourceful and well organized.
  • Participative management style—advocate of team concept.
  • Ability to establish credibility and be decisive—but be able to recognize and support the organization's preferences and priorities.
  • Results and people oriented, but have sound judgment—ability to balance other business considerations. Service oriented, but assertive/persuasive.

Organizational Relationships:

  • Accountable to the Chair for all phases of activities.
  • Positions accountable to the Vice President, Human Resources, for all phases of their activities:
    • Manager, Employee Relations; Manager, Employment and Training
    • Human Resources Representative
    • Human Resources Administrative Assistant.
    • Advises, consults, and coordinates with:
    • Senior Management: organizational plans, succession plans, company policies, legal issues, divisional results
    • Treasurer and Controllers: compensation costs, budgets, and expenses
    • Director, MIS: Human Resources Automated System
    • Middle Management and Supervisors: as needed.

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HUMAN RESOURCES - Human Resources information