US +1-619-427-2310 - MX +52-554-172-5801 barbachano@bipsearch.com

Human Resources Director

Job ID: 7310

THE POSITION 

Our client is a consumer products leader with a global footprint and top market share. As a result of growth, our client seeks a Human Resources Director who will position our organization as the local Employer Of Choice through HR strategy and execution that engages our employees. The Director of Human Resources acts as a neutral advocate for all employees at all levels. He/she serves as a change agent to drive engagement with employees at all levels of the organization using a collaborative teaming approach. The position is responsible for setting direction for our Human Resources function but is hands-on position that requires a lot of tactical work in the first year.  The HR Director is responsible for understanding the company’s short- mid- & long-range plans, its culture, and its competition and aligns HR strategies to meet business needs. Position based in Tijuana, Mexico.

Essential Duties and Responsibilities:

  • Partners with leadership to provide a safe and healthy work environment. Responsible for measuring and managing safety-related metrics such as TCIR, LTIR, and Dart. Ensures compliance with all safety-related policies, requirements, and training.
  • Engage and collaborate with senior leaders (Legal and Labor) as necessary to ensure compliance with employment law, bargaining contracts, and company past practices. Manage and resolve complex employee/labor relation issues.
  • Recruit, train, develop, supervise and evaluate HR staff.
  • Develop employment strategies for fluctuating workforce needs – both growth and reduction, as well as addressing employee performance improvement needs/plans.  Key player on the capacity planning team.
  • Leads the development of processes that provide a positive experience for new associates who are hired into the company. Make the first 90-day experience the best it can be to improve early seniority turnover.
  • Provide overall organizational learning expertise in areas of ongoing employee and leadership development. Development opportunities include, but are not limited to continuous improvement, change management, and overall leadership skill training.
  • Works closely with senior leaders to improve work relationships, build morale, increase productivity, retention, and engagement.  Partner with senior leaders regarding organization structure redesign to meet the changing needs of the organization.
  • Analyze trends, metrics, and collaborate with senior leadership to develop solutions, programs, and policies to meet business needs.
  • Develop the organizations’ understanding of how to work effectively in a teaming environment focused on self-accountability and service (internal/external).
  • Assesses wage and benefit trends in the labor market area, utilizes information as a benchmark to maintain competitiveness.
  • Works with finance to prepare annual budgets for recruitment, associate relations, compensation, benefits, training and development, communications, etc. Manages expenses to the approved budget.
  • Acts as the company spokesperson for charitable and social groups in the community, maintaining a positive community image that enhances our strategy of being an employer of choice.
  • Develops and implements special events and recognition programs that reward and recognize all associates for efforts and accomplishments.
  • Lead the annual performance management, succession planning, and compensation processes
  • Provide guidance and input on business unit restructures, workforce planning, and succession planning.
  • Coach and counsel employees, supervisors, and senior management on employee/labor relations issues and provide HR policy guidance and interpretation.
  • Conducts effective, thorough, and objective investigations.
  • Manage multiple conflicting priorities.
  • Build an effective relationship with corporate HR and Safety teams for the division and corporate.
  • Ability to manage multiple plants and companies over multiple States in Mexico in a manner that drives a competitive advantage in all HR-related aspects ranging from employee benefits to programs directly impacting employee acquisition and retention.

THE CANIDATE

Education and Experience:

  • Bachelor’s degree required. A Master's degree is preferred.
  • Previous experience as a Director of Human Resources (or senior Human Resource Manager) in a Manufacturing setting and over 10 years of experience in human resources with a progressive track record.
  • Previous leadership experience supporting mid to large (1,500 plus employees) multi-manufacturing sites in different locations within Mexico is highly preferred.
  • Bilingual fluency in English and Spanish. (90% minimum oral and written).
  • Experience dealing and negotiating with Unions.
  • Hands-on experience in Employee Training and Organizational Development.
  • HR Certification preferred.
  • Working knowledge of multiple human resource disciplines including employee relations, training, and development, recognition and rewards, compensation, recruitment, performance management, collective bargaining in Mexico.
  • Mexican Labor Law required. US Labor Law is a plus.
  • Ability to travel across the U.S. and Mexico as needed.

Skills:

  • Effectively develop and implement new strategies to address competitive, complex business issues.
  • Ability to develop strong trusting relationships – up, down, and across the organization –to gain support and achieve results.
  • Financial knowledge (business acumen), consulting skills, leadership skills, collaborative, multi-tasking, problem-solving, and analytical skills.
  • Excellent client management skills and strong conflict management, interpersonal and negotiation skills.
  • Independent and a self-motivator with a strong sense of urgency.
  • Exceptional verbal and written communication skills in Spanish and English.
  • Knowledge of payroll-based computer programs (i.e. Tress) in Mexico.
  • Must be hands-on and enjoy a mix of heavy hands on work and strategic thinking.

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