Vice President

**Job Title:** Human Resources Director

The Human Resources Director directs and manages the Human Resources function for the entire Viking Group organization, developing and implementing strategies in support of the needs, goals, and objectives of the total organization. The organization covers 5 business units and 34 current locations, including 4 manufacturing facilities.

The Human Resources Director helps influence business decisions by analyzing and reviewing human resource implications of planned changes in management, policies, programs, etc. This role directs people functions of the organization in accordance with policies & practices and laws, regulations, and administrative rulings of governmental organizations and other regulatory organizations.

Responsibilities:

• Responsible for the management, direction, and strategic planning of the organization's human resource function & performance.
• Translates the strategic and tactical business plans of the Company into HR strategic and operational plans.
• Recruiting responsibilities for executive management and professional employees and oversees recruiting efforts for technical, office non-exempt positions and all hourly positions.
• Implements a succession planning / management development program throughout the Company recognizing the need to train & develop our employees and be proactive in addressing future employment needs / vacancies.
• Crafts, recommends, and coordinates company strategic training and organizational development plans to meet personal, professional, and organizational needs of company employees.
• Oversees long-term strategic, as well as day-to-day, responsibilities for compensation throughout the entire organization, including annual merit review, out of cycle increases, promotions, and severance.
• Assesses value & cost of health & benefit programs, 401K, life, wellness and STD/LTD programs and recommends & implements changes / improvements.
• Directs the administration of corporate benefit programs and WC, STD, FMLA, & LTD programs.
• Crafts, recommends, and coordinates changes to the wellness program in an effort to strategically reduce costs, improve absenteeism, and keep employees at work.
• Oversees all recordkeeping responsibilities and compliance with government agency requirements to include OFCCP, EEOC, OSHA, DOT reporting, ACA, and other groups.
• Directs the safety & environmental health function throughout the organization through numerous safety / training programs, required air / noise sampling, testing, and lost time / first aid instances.
• Serves as the primary liaison and decision maker in negotiating, administering, and interpreting the current labor agreement with the United Steelworkers in Hastings, MI and oversees all union matters in Hastings, MI. Seeks to maintain non-union status at other locations of the Company.
• Serves as a business confidant to the management team on handling people issues and addressing strategic initiatives.
• Directs all people-related employee relations activities to include service awards, retirement, company outings, quality recognition.
• Crafts a vision and direction for the HR department to lead the organization and achieve profit maximization.
• Evaluates procedures, leading-edge practices, and technology solutions to strategically improve the functionality of human resources in the future.
• Coordinates the Company Wage & Salary program, covering merit increases, promotions, creation of new assignments, out of cycle increases, and reorganizations.

• 15 years of progressive HR experience, including 5 years in the senior HR leadership assignment
• Experience in a Manufacturing and/or Distribution channel is preferred
• Broad-based HR experience in various areas of HR to include staffing, compensation, benefits, safety, employee relations, learning & development, HR operations & technology, & HR strategy
• BS/BA degree from an accredited college/university in HR, organizational development, communications, or business administration
• Master's degree preferred
• Legal background pertaining to union negotiations, arbitrations & grievances is required
• Strong consultative and influencing skills, with the ability to build shared commitment
• Strong communication skills - written, verbal, and listening
• Problem-solving skills, with the ability to generate pragmatic, win-win solutions
• Ability to counsel and coach at all levels
• Customer-focused mindset and meeting the needs of other areas
• Organizational development and change management skills
• Proactive and results-oriented
• Minimum of average computer skills, with emphasis on Microsoft suites product & HR-based software
• Knowledge of HRIS platforms and AI technology is desirable.