Wells Hiring for SVP Human Resources Job at Albany, MN Full Time

JOB TITLE: SVP – Human Resources

GENERAL DESCRIPTION

Supports Wells’ financial and operational success by providing human resources leadership in all functional HR areas. Plays a key role in acquisition due diligence and integration. Partners with the CEO relative to the HR aspects of near term and long-term initiatives. Supports compensation committee of the Board.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

Lead a team of salaried and hourly HR employees to ensure delivery of high quality and effective HR services in the following areas:

– Staffing/Recruiting = Supports operations and local HR management on staffing/recruiting program design and implementation relative to recruiting, assessment and hiring all levels of employees.
Processes include interviews/assessment, job offers, drug screens, fitness evaluations and new- employee orientation/onboarding. Supports the management of external staffing firms. Markets Wells as an employer of choice.

– Diversity/Inclusion = Leads in the development, structuring, deployment, and ongoing leadership relative to internal and external programs designed to recognize and develop talent to fund Wells’ success from a human capital standpoint, with an emphasis on looking past traditional sources of talent and including talent with non-traditional characteristics. Look to increase Wells’ utilization of under-represented classes of employees.

– Compliance = Responsible for the leadership, oversight, maintenance and communication of Affirmative Action Plans, VETS 100 reports, EEO-1 submissions, and maintains other records, reports, and logs to conform to EEO regulations. Oversees FMLA processes. Ensures employment practices comply with relevant laws and regulations such as the FLSA, the ADA, Title VII of the Civil Rights Act, and relevant state legislation.

– Employee Relations = Leads in sustaining a positive and productive work environment throughout the organization. Assists in various matters such as performance management issues, disciplinary action, dispute resolution, investigations, and counseling supervisors and employees. Has primary accountability for policy development and policy management.

– Benefits = Leads the competitive assessment, design, development, communication, and management of employee benefit plans. Ensures ERISA compliance, proper funding and efficient interface with payroll and external providers to ensure smooth operations of benefit plans. Develops annual modifications to all health, welfare, and retirement programs to ensure competitiveness, affordability, sustainability and compliance.

– Compensation = Leads the design, development, deployment and management of base pay, annual incentive, and long-term incentive programs to ensure Wells’ ability to attract, motivate and retain the talent necessary for the company’s growth and success. Ensures proper calibration of employee remuneration with the company’s financial results (both short-term and long-term). Leads annual review of salary increase and performance management processes; evaluates recommended increases in light of performance ratings and a department’s accomplishments.

– Labor Relations = Leads in the effective partnership with unions representing Wells employees so that the relationships between Wells and the unions are balanced, equitable and fair for all parties. Plays a key role in preparing for and conducting contract negotiations. Has primary accountability for contract administration, including interpretation and managing grievances.

– Training and Development = Identifies and implements training and skills development programs and regimens to ensure employees can develop in areas mutually beneficial to the employee and to the company. The programs and regimens may be technical and non-technical, and specific to Wells or non- specific to Wells. Oversees and manages the company’s tuition reimbursement program.

– Acquisitions/Divestitures = Leads the HR aspects of acquisitions due diligence and integration, including talent assessment, harmonization of benefit programs with Wells’ programs, contingent liability sizing relative to benefit plans, and potential risks of acquisition non-compliance in HR areas. Also sizes potential cost savings synergies relative to HR processes and programs. On divestitures, ensures WARN compliance, effective employee communication, and developing and implementing “bridging” programs where necessary and appropriate.

KNOWLEDGE, SKILLS, AND ABILITIES REQUIRED

-Minimum of 10 years of in-depth experience in at least four of the areas listed above, with a strong preference for one of the areas being labor relations. Experience should also be in a manufacturing environment that includes a significant portion of hourly employees who are represented by labor unions.

– In addition to the 10 years in-depth experience, a minimum of 5 years’ experience in a senior HR capacity that includes policy development, aligning HR strategy to operational, marketing, and sales strategies, capital deployment, corporate development, and board interface.

– Expertise in the laws and regulations impacting the HR area, including the Internal Revenue Code.

– Benefits design experience, including competitive analysis, funding, compliance and managing third party administrators.

– Solid grasp of inferential statistics to effectively assess validity and reliability of selection tools and to assess the impact all employment practices have on different employee types.

– Ability to utilize financial statement data (P & L, balance sheet, cash flow) to augment and assess HR program development and deployment. Comfortable in reading and interpreting financial statements.

– Working knowledge of capital efficiency concepts such as ROE, ROA, weighed average cost of capital and ROIC.

– Ability to work effectively with employees at all levels of the organization.

– Employee supervision and management, including establishing goals/objectives, providing feedback and coaching.

PHYSICAL REQUIREMENTS / ADA ESSENTIAL FUNCTIONS

– Extensive use of computers requiring keyboarding dexterity, mouse manipulation visual acuity.

− Occasional visits to Wells plants and field jobsites, addition to the bachelor’s degree, formal post- requiring extensive walking, standing, stooping and collegiate training in legal compliance, labor traversing uneven terrain and/or ice and snow in the relations, statistics and accounting is highly winter months preferred.

This position profile identifies the key responsibilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job related duties as may be reasonably assigned by his/her supervisor.

Wells is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, disability, or protected Veteran status.

Job Type: Full-time

Pay: From $150,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Employee assistance program
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Retirement plan
• Vision insurance

Schedule:

• 8 hour shift
• Monday to Friday

Supplemental pay types:

• Bonus pay

Education:

• Bachelor’s (Required)

Experience:

• Human Resources Leadership: 10 years (Required)
• Mergers & acquisitions: 5 years (Required)

Work Location: One location