HR Director

Date: Feb 10, 2024

Location: Shelton, CT, US, 06484-4300

Company: Hubbell Incorporated

Job Overview

This HR Director position is a critical member of both the business and the HES Human Resources team, and responsible for understanding both business drivers and human resource capabilities in order to help drive business growth. The HR Director will be considered a trusted advisor to the business in relation to all areas of human resources in support of business strategy. The HR Director will lead a team and collaborate across the segment and enterprise including other HR teams and the corporate Centers of Excellence (Total Rewards, Talent Management, HR Operations, Talent Acquisition, Communications, etc.) to drive company and business group strategic goals. The incumbent will be involved in projects to establish infrastructure and initiatives to enable rapid growth and scalability in the organization.
 
The position reports into the HR Vice President and partners with the executive management team  across the segment. This position is based in Shelton, CT.

 

Human Resources Strategy: work with business leadership team to develop a comprehensive people strategy in support of the enterprise and segment strategic goals.

 

  • Work with the HR Centers of Excellence (CoE), functional partners (Legal, Finance, IT, etc.) and HR leadership across the enterprise to ensure the aligned and effective delivery of HR support/services to the business and functions
  • Help drive all people initiatives and practices including recruitment, talent, leadership development, performance management, organizational design, compensation, benefits, diversity, etc.
  • Collaborate with the global HR community to ensure local execution of processes and plans
  • Build programs to support retention strategies, career development and mobility across the teams and across the firm
  • Ensure employees and managers receive the appropriate counseling, mentorship and support on employee relations issues
  • Partner with leaders and COE’s to establish and measure key people metrics, aligned with goals and drive progress
     

A Day In The Life

  • Develop strategies to increase employee engagement and dedication
  • Apply organizational effectiveness solutions to drive team and individual performance; Instill and drive performance management routines and implement execution.
  • Continually develop performance of the organization and make adjustments to improve the overall efficiency and effectiveness of the team.
  • Run group succession routines ensuring ongoing dialogue and continual review of succession and pipeline development.
  • Effective HR Execution: Ensure HR operations enhance and enable business results while providing vision, leadership and excellence in execution.
  • Program lead key HR initiatives within the function (talent assessment, development, compensation program development, productivity programs, key staffing initiatives)
  • Develop job descriptions and specifications, analyze competitive salary data, evaluate jobs and decide upon appropriate wage/salary ranges, in conjunction with Compensation & Benefits teams.
  • Recommend compensation actions and corrective/employment actions to Group management. Review or approve all hiring, terminations, and changes of classification and salary.
  • Review incentive plans that are specific to the Group with the Senior Management team to align with business goals and ensure all HR legal requirements are met.
  • Develops project plans; coordinates projects; communicates changes and progress; completes projects on time and budget; leads project team activities.
  • Ability to provide guidance and conduct investigations of concerns and complaints; involve appropriate individuals, seek Legal advice, when appropriate, and successfully resolve employee relations issues with credible, creative and consistent solutions; work with labor organizations as the need arises.
  • Represent the Company in handling and administering collective bargaining agreements as required.
     

What will help you thrive in this role?

  • 10+ years of relevant and progressive Human Resources experience in a sophisticated Business Partner role or broad HR leadership position.
  • Exceptional relationship building skills and ability to partner with colleagues to influence broader HR strategies and practices to link HR strategy to business goals.
  • Able to travel (50%) to the various sites in the segment and Corporate locations 
  • Strong written and verbal communications skills.
  • Identifies and resolves problems in a timely manner; gathers and analyzes information expertly; develops alternative solutions; works well in group problem solving situations; uses reason even when taking care of emotional topics.
  • Bachelor's required, Master’s degree preferred
  • Additional certifications (i.e. PHR, SPHR or SHRM-SCP) may be useful.
     

Competencies