Director of Human Resources

Warn believes that every team member plays a significant contribution role in our success. We enable our customers with the tools they need to work and play outdoors. This position description is designed to outline the primary duties of the role, qualifications, and job scope. Just as we do not want our customers to be limited in the outdoor space, we do not want to limit our employees nor the organization to just the work that is identified. It is our expectation that each team member will serve their customers wherever, whenever necessary to ensure the success of our endeavors.

Position Summary:

The Director of Human Resources guides and manages the overall provision of Human Resources services, policies and programs for The Warn Group. The major areas directed are:

• Recruiting and staffing
• Performance management and improvement systems
• Organization development in operational areas
• Employment and compliance to regulatory matters (SARBOX, OFCCP, AAP, EEO, etc.)
• Employee onboarding, development and training
• Policy development and documentation
• Employee relations
• Company employee communications
• Compensation administration
• Employee safety and welfare

As a valued Business Partner, the Director of Human Resources originates and leads Human Resources practices and objectives that will provide a team-oriented, customer-driven, high-performance culture that emphasizes safety, quality, productivity and standards, goal attainments, and the recruitment and ongoing development of an exceptional workforce and great place to work.

The Director of Human Resources analyzes trends of a competitive nature in industry and within the company; develops and presents recommended courses of action to meet objectives; conducts studies to determine feasibility, cost/benefits, and potential human resources program application.

The Warn Group is a fully committed team-based organization. The Director of Human Resources must be a leader and a coach, not a directive controller. Accountability for Human Resources performance at the operation level resides with the Director of Human Resources and must accomplish team & company objectives through team leadership and development.

Essential Functions:

Lead the Human Resources Team whose ultimate mission is to provide outstanding customer service in serving our customers and developing, implementing and maintaining human resource systems that support The Warn Groups and its parent companies visions.

Development of the Human Resources Team

• Oversees the implementation of Human Resources programs through members of those teams. Monitors administration to establish standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources team members. Encourages the ongoing development of the Human Resources team members for personal and company growth. Coaches Human Resources team members on leadership development and creates development and training plans.
• Develops and monitors an annual budget that includes Human Resources services, employee recognition, wellness and fun activity support and administration.
• Selects and supervises Human Resources recruiters, consultants, attorneys, training specialists, and other outside resources.
• Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
• Leads the development of team goals, objectives, and systems.
• Establishes team measurements that support the accomplishment of Warn Industries' strategic goals.
• Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the team. Prepares periodic reports for leadership, as necessary or requested, to track strategic goal accomplishment.
• Directs and participates in leadership and company meetings and attends other meetings and seminars.

Compensation

• Recommends to the General Manager the company wage and salary structure, pay policies, and implements such programs.
• Leads competitive market research to establish pay practices and salary ranges that help to recruit and retain superior staff.
• Monitors all pay practices and salary ranges that help to recruit and retain superior staff.
• Provides performance feedback on their team resources and recommends salary increases.
• Leads participation in salary surveys.

Law

• Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Oregon Family Leave Act (OFLA), Paid Leave Oregon (PLO), 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.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Human Resources Information Systems (HRIS)

• Manages the development and maintenance of the Human Resources sections of the company intranet, particularly in regards to recruiting, culture, and company information.
• Utilizes HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization
• Leads HRIS improvement and/or implementation initiatives.

Training and Development

• Researches and recommends all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Leads the implementation of the performance management system that includes performance improvement plans (PIP's) and career development plans.
• Responsible for in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on-boarding, management development, production cross-training, the measurement of training impact, and training transfer.
• Assists managers with the selection and contracting of external training programs and consultants.
• Assists with the development of and monitors the spending of the corporate training budget.

Employment

• Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire an exceptional workforce.
• Leads the development and modification of job descriptions.
• Is involved in the interviews of professional and management candidates as required; serves as interviewer for position finalists in other positions as required.

Employee Relations

• Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
• Partners with the General Manager and other leadership 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 or supervises investigations when employee complaints or concerns are brought forth.
• Conducts analysis to discover root cause and works with the appropriate people to improve systems.
• Monitors and advises leaders and supervisors in Warn Industries' discipline system.
• Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews, guides and approves leader recommendations for employment terminations.

Safety

• Active participant in the Executive Safety Committee.
• Works in partnership with Operations in support of Warn Industries' Safety, Health and Workman's Compensation programs.
• Supervises and monitors the tracking of OSHA-required data.
• Supervises the EHS Manager and their essential functions and work tasks.

Other Required Functions

• Leads the creation of tactical plans to support Warn Industries' Strategic Vision. Extends The Warn Groups Strategic Vision to Human Resources team members. Supports the vision and directives of the Senior Leadership Team to the workforce through example and communications.
• Responds professionally and promptly to all customer requests.
• Researches questions/problems regarding team member benefits, 401(k), pension, and provides prompt, professional follow-up with team members. Guides direct reports to provide these same services.
• Manages the company-wide committees/initiatives including wellness, training, culture and communications.
• Keeps the General Manager and the Senior Leadership 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.
• Represents Warn Industries in the community and promotes the organization's goodwill and interests in community activities.
• Provides project leadership to other team members.
• Accountable for Sarbanes-Oxley compliance in assigned area. Responsible for design and operating effectiveness of internal controls, including a self-assessment and report to management.
• Accountable for developing and monitoring processes and practices necessary for legal and ethical compliance in assigned area.

Required Education and/or Experience:

• Bachelor's Degree in Human Resources or related field or equivalent years of experience.
• Six to Eight plus years in supervisory experience in Human Resources.
• Eight or more years' experience administering multiple functions as an HR Leader in the HR/Training field and proficient (well advanced knowledge; functions as an expert) in all of the HR Disciplines: Employment, Employee Relations, Compensation, Safety, Benefits, EEO/AAP, Training and Development, Payroll, HRIS.
• Understanding of consumer-driven, outdoor/recreation-focused business.

Required Qualifications, Skills and Abilities:

• Excellent oral and written communication skills commensurate with the job tasks and position necessary to communicate clearly and effectively with internal and external customers while providing exceptional quality of work and outstanding customer service. Ability to effectively, independently and professionally create and present professional presentations to team members and management team in a manner designed to educate, inform and influence.
• Technical skills and knowledge including: Expert level knowledge and utilization of Microsoft Office software, particularly Excel, PowerPoint and Outlook and all other software and hardware necessary to perform the essential functions of the position.
• Ability to create, review, comprehend, interpret, process and evaluate effectively documents written at the highest levels in English, in conjunction with the performance of the essential functions and other assigned job duties. Must have mathematical skills equivalent to those required under education and/or experience. Must be capable of comprehending basic finance calculations required for meeting business needs such as establishing a business case, creating and modifying a compensation program and analyzing projects.
• Excellent interpersonal and conflict resolution skills including ability to work efficiently in, and lead, a team in a fast-paced work environment while maintaining a calm, rational and respectful demeanor and communication style in times of stress occasioned by work demands, tight timelines, high expectations, unexpected issues, and other work-related issues or concerns that may cause a heightened level of anxiety, frustration, anger, disappointment, confusion, etc. Proven skill in taking firm stances on issues within the framework of a team-based culture.
• Enthusiastic adoption and consistent demonstration of The Warn Groups Core Values
• Strong technical, trouble-shooting, problem solving, research, organizational and analytical skills, both as an individual contributor and as a leader, combined with the ability to prioritize tasks and establish and meet deadlines. Ability to multitask is also essential while remaining flexible with changing priorities and deadlines.
• Well-reasoned decision making with a high attention to detail regarding organization, planning, work flow, and project prioritization to ensure tasks are completed efficiently and accurately.
• Highly ethical, self-motivated individual with ability to work independently and/or with limited direction, as well as ability to lead and motivate a project team, while consistently demonstrating collaborative, respectful and productive work habits.
• Proven ability to lead a team: (a) recruit and develop team members who can provide high-level professional competence and performance; (b) provide training and leadership and represent a positive, enthusiastic, successful role model so as to create a positive place to work; and (c) manage complex, multiple and conflicting projects to positive conclusion.

Physical Requirements:

• The physical demands described below are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.
• Receive, understand, evaluate and appropriately respond to communications from employees, members of management, customers, vendors, and visitors using available technology, in person and in a public setting when necessary.
• Work for extended periods of time in a stationary position daily while operating a computer and other tools and equipment in conjunction with completing required job tasks.
• Maintain professional and respectful communication style to ensure reactions and responses to both emergency and non-emergency situations serve as an example to others of appropriate workplace communications.
• Provide intellectually sound and well-reasoned answers, recommendations and solutions to identified business problems, issues and/or questions. Efficiently and quickly analyze process, manipulate, and accurately record data (some of which is technical in nature) and other information that serves as the basis for this position.
• Move to, from and within the designated work area frequently and consistently throughout the workday and regularly throughout the facility.
• Use a personal computer or other technology devices frequently and consistently for the purpose of reviewing, analyzing, creating, transmitting, and presenting documents, data and other business-related information.
• Lift, transport and/or move up to 25 pounds of weight occasionally in the performance of regular duties. Occasional bending, stooping, walking up and down stairs, and kneeling may be required.

Environment/Atmospheric Conditions:

The work environment conditions described here are representative of those an employee generally encounters while performing the essential functions of this position. This position's job duties are performed generally in an office environment with traditional office lighting and office furniture, as well as consistent and frequent noise, interruptions and other similar distractions. It will be necessary for a team member in this position to enter a shop environment as job duties require (examples include employee interactions, safety supervisory functions) where they may be exposed to loud noises from operating machinery, cold temperatures, and chemicals and vapors. It may also be necessary to enter other types of environments, in the course of business travel, to meet the essential functions of the position.

Machines, Tools Equipment, Software:

Personal computer, fax machine, copy machine, other office equipment, Microsoft Office, HRIS and other HR-specific software.

EQUAL OPPORTUNITY EMPLOYER

As an Equal Opportunity Employer, Warn Industries is committed to providing FMLA and equal opportunities for all applicants. Warn Industries recruits, hires, trains, and promotes team members in all job classifications without regard to age, race, color, marital status, religion, sex, gender, sexual orientation, national origin, disability, veteran status or any other status protected by law. For more information on FMLA, EEO and EPPA regulations, you can check out our career page located at www.warn.com.

Warn Industries hires U.S. citizens and persons lawfully authorized to work in the U.S. All new employees must complete an INS Employment Eligibility Verification Form (I-9) and be able to provide verification of their status as a Non-Foreign person as defined by International Traffic in Arms Regulations, Section 120.14- 120.16. Warn Industries uses E-Verify for eligibility verification to work in the U.S. For more information on E-verify, you can visit www.e-verify.com