Sr. HR Leader (International)
The Toro Company - known for its great culture and fantastic products - has an exciting opportunity for an HR leader to support our International leadership team, and oversee International HR Managers. If you desire a role to make an impact on a global HR scale - this is the role for you!
Provides HR guidance and advice to leadership for the International Division and other assigned groups. Manages the team of HR professionals in our locations outside of North America. Partners to advance people strategies, including talent pool assessment, leadership development, performance assessment, conflict management, change management and culture assessment and advancement in alignment with corporate strategic initiatives. Provides counsel to International Division business leadership on initiatives as they relate to a highly productive, motivated and professional global workforce that align with corporate strategies.
DUTIES AND RESPONSIBILITIES:
1. ORGANIZATION PLANNING & STAFFING:
Develop and implement the appropriate model of HR support for the International Division, including reporting structure for HR Managers across locations outside of North America.
Determine the talent implications of strategic plans.
In coordination with assigned recruiters, lead the recruitment process of leadership level roles consistent with TTC's philosophy and established practices while also considering local laws, customs and practices.
Analyze turnover data and provide themes and guidance to leadership as appropriate.
Conduct director-level exit interviews.
Manage headcount planning per requirements.
Assist business leadership in improving organizational effectiveness by analyzing organization structure and evaluating options that will best meet the needs of the business.
Lead the talent review process and subsequent talent development initiatives.
2. COMPENSATION STRATEGY:
Partner with business leadership on compensation strategies to support talent development and acquisition.
Maintain equity in company pay policies that will support talent development within and across specified job families.
Insure appropriate communications coincide with salary actions.
Participate in data analysis as necessary to properly evaluate new or existing positions.
3. PERFORMANCE MANAGEMENT:
Assist business leadership in understanding, communicating and completing the goal setting, development planning, performance review and merit processes. Counsel leaders in the use of objectives and performance reviews as coaching tools for individual development.
Provide direction and coaching to managers/supervisors on handling employee performance issues.
Coach employees on addressing their own performance issues.
4. EMPLOYEE RELATIONS:
Enhance a productive work environment by providing advice and helping to resolve conflicts between managers and employees; coaching leaders on effective management and coaching techniques; and maintaining open communications with management and employees.
Facilitate the investigation, as necessary, of employee issues such as: disciplinary actions, employee complaints, allegations of code of conduct or ethical violations; provide guidance and recommendations for problem resolution to leadership.
Assist with organizational conflict and/or counseling.
Conduct research into HR programs/policies and activities and recommend changes or innovations to align location practices with overall HR programs/policies and long term business strategies.
5. CORPORATE CULTURE/EMPLOYEE DEVELOPMENT:
Partner with leadership to analyze culture survey data, develop appropriate action plans and monitor progress.
Promote and model company values to ensure alignment with corporate culture.
Coordinate team development efforts appropriate.
6. INFORMATION MANAGEMENT & CONTROL
Use and support TTC’s global HRIS systems.
Analyze people data to provide actionable talent information and make decisions in support of strategic initiatives.
Maintain accurate personnel data to ensure efficient deployment of talent management systems and processes.
Empowered to operate with appreciable latitude in decision making. Work with minimum supervision, conferring with director on unusual and high risk matters. Partner with appropriate members of HR Centers of Expertise to apply sustainable talent management practices. Assignments are broad in nature, usually requiring originality, ingenuity, confidentiality, analytical thinking and sound judgment. Work closely with leadership in functional areas as assigned. Operate within budget. Maintain technical and professional knowledge by attending educational workshops, reviewing professional publications and participating in professional organizations.
Typically requires a master's degree or equivalent and a minimum of 8-10 years of exempt level progressive Human Resource Management experience
Minimum of five years supervising/managing HR staff
Experience in international assignments or support
Experience developing and implementing model of human resources delivery outside of North America
Proficient in organizational design and development
Proficient in project management
Experience in talent pool development and or organizational design practices
Comfortable with international travel as required
Effective verbal and written communication skills; good facilitation skills
Ability to analyze and define problems, collect data, establish facts and draw conclusions
Ability to influence/persuade others and gain acceptance/approval of controversial or innovative ideas/concepts
Proficient in Microsoft Office applications: Word, Excel & PowerPoint. Proficiency in Workday a plus
We are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.