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GEOTEK LLC · 2 days ago

Vice President Human Resources

Rochester, MN

Full-time

Onsite

Director/Executive

$220K/yr - $260K/yr

10+ years exp

GEOTEK LLC is seeking a Vice President of Human Resources (VP of HR) to lead their people, culture, and HR strategies in alignment with the company's goals. The VP of HR will be responsible for enhancing employee engagement, retention, and satisfaction while overseeing HR operations across multiple sites.

Manufacturing

Hiring Manager

Angie Krtnick Complin

Responsibilities

Serve as a strategic thought partner to the CEO, the executive management team, and the Board of Directors in setting strategic direction for the company. Provide insight on team, talent, culture, and wellbeing as we craft strategic plans and initiatives

Champion a values-driven, inclusive culture that reflects the company’s core values and models servant leadership at every level. Serve as a visible culture ambassador, internally and externally

Lead the people, culture, and communications aspects of acquisition integrations, serving as the relationship manager for new team members and leaders

Lead the HR function, supporting a 24/7 operation across multiple sites. Oversee policies and programs, including onboarding, talent management and workforce planning, employee training and development, compensation, workers compensation, safety, performance management, wellbeing, engagement, and inclusion (including EEO/affirmative action)

Oversee HR-related risk (compliance, employee relations, ethics, workplace safety in partnership with Operations and Safety) and ensure that HR policies and practices reflect GEOTEK's values and protect its reputation

Keep abreast of emerging industry trends, technologies, and skills to anticipate talent needs and identify capability gaps, ensuring they are effectively planned for and addressed in support of organizational growth

Manage and monitor all benefit programs to ensure that costs are predictive and controlled and that program specifics are addressed to ensure that employee needs have been given the appropriate attention and benefits are competitive to attract and retain talent. Collaborate with the HR Affinity and Chief Financial Officer regarding the 401(k) plan, health, vision, dental, and other benefit vendor offerings

Lead communication and planning around changes in federal and state employment laws, advising on employee relations issues, organizational realignments, and other HR-related functions as required

Lead the HR team in investigating employee complaints and disputes; work with leaders across the organization to administer disciplinary actions, suspensions, and terminations when needed

Lead annual and long-range workforce planning (headcount, capabilities, and critical roles). Anticipate talent needs as new lines, facilities, or services are added and develop the long-term talent roadmap

Lead organizational design at the enterprise level to support growth, productivity, and employee engagement and development

Oversee recruitment strategy and implementation for both production and office, ensuring that recruiting volume and quality meet the needs for business growth – in production, leadership, and individual contributor roles across the company

Lead the HR team and work with others to develop and maintain company job descriptions, skills/training matrix, and performance management systems, including leading the annual review process and recommending leadership and management trainings

Lead the executive team in an annual talent review and succession planning exercise

Lead special talent acquisition programs, including local high school internship programs and college internship or co-op programs

Serve as an employee advocate and retention coach, encouraging effective communications and problem resolution, ongoing training/development, job satisfaction, and growth; conduct both ‘stay’ and ‘exit’ interviews

Oversee internal and external communications and employer branding to ensure consistency. Lead or participate in quarterly all employee meetings or occasional daily kiosk meetings to communicate critical HR information

Lead the people and culture aspects of major transformations: acquisitions, integrations, restructurings, new business models, or technology changes. Build change management capability across the leadership team

Participate in HR organizations, including SHRM, Enterprise MN, Granite Partners’ HR Affinity, and Safety Committee as well as local Chambers of Commerce, United Way, and other organizations as applicable

Qualification

Human Resources LeadershipTalent Acquisition StrategyOrganizational DevelopmentEmployee EngagementHRIS ProficiencyEmployment Law KnowledgeProblem ResolutionChange ManagementCollaborationCommunication Skills

Required

10+ years of progressively responsible experience in all facets of human resources and business leadership in a successful, multi-site, manufacturing company

At least 6 years leading and developing other HR professionals and managers

Experience in leading through the integration of mergers and acquisitions

Experience building and scaling HR organizations and capabilities in a fast-growing, multi-site environment

Comprehensive experience across the full HR lifecycle, from talent strategy and organizational development to total rewards, employee relations, and compliance

Excellent business acumen, financial aptitude, and interpersonal skills

Ability to establish credibility at all levels, inside and outside the organization

Ability to communicate effectively, orally and in writing

Proven facilitation skills and a demonstrated ability to exercise sound judgment and maintain poise in sensitive circumstances

Experience with employment law and the application of programs and controls for proper administration, compliance, and effective mitigation of related risk

Willingness to 'roll up the sleeves' to accomplish business objectives

Ability to work and lead effectively in a changing and growing environment

Action-oriented, well organized, capable of influencing others, and collaborative

Exceptional judgment, precision, and follow-through

Ability to operate independently while driving complex HR initiatives to completion

Advanced proficiency with HRIS and related analytics tools

Ability to create collaborative relationships across the organization

Ability to develop members of the broader team to be more effective in their roles

Interest in serving employees at all levels and experiencing their work and stories on a firsthand basis

An undergraduate degree or equivalent is required