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Global Employee and Labor Relations Director

Racine, Wisconsin Job ID 12431 Apply
This position is a strategic partner to our global HR business partners, operations and legal teams as the head of Corporate HR. A successful candidate will drive the corporate culture and align human resource policies, practices, and strategies in support of short- and long-term business plans, as well as operating and financial objectives.
The Director is responsible for the development and implementation of the Global Labor Standards strategy that encompasses both permanent and temporary employment relationships. He or she will be expected to assess the health of all SCJ sites and work with local leadership to make appropriate recommendations to ensure a positive workforce environment. Ongoing monitoring, as well as realistic mitigation plan development is a key focus of the role.
Today, SCJ’s operations are largely non-union environments and it is the role of this Director to assure that the work environment is such that employees are not encouraged to seek union representation in place of a positive and direct relationship with the company.

Essential Duties and Responsibilities:

  • Develop and guide implementation of a globally focused Global Labor Standard that sets up general principles to be adhered by all SCJ locations around the world.  This strategy will fully support the business strategy across multiple facilities and global functions. 
  • Provide proactive insight and relevant counsel to senior leaders on all labor and employee relations issues.
  • Partner closely with the executive leadership team to develop and leverage innovative programs that inspire employees and the organization around common goals, vision and values to enable the company to continue to expand, grow and transform.
  • Recommend, pursue and implement HR programs and best practices that align with business objectives and improve employee satisfaction.
  • Maintain a metric-based, annual employee survey on “Great Place to Work” to help identify emerging issues relating to work rules, EHS issues, competitive wage and benefit challenges, and other variables that contribute to labor satisfaction.  Communicate clear standards of excellence and establish mechanisms for evaluating metrics and establishing improvements for the global HR function.
  • Coach local site leadership, HR Business Partners and Field HR professionals in recognizing key areas or “trigger points” that would threaten overall employment satisfaction.  With the leadership team, assure a culture that is proactive, aggressive and solutions oriented to immediately address employee issues at the all levels that threaten a positive employee work environment.
  • Identify needs and gaps in local site leadership that might threaten our Global Labor Standards and work with local leadership to close the gaps.
  • Work with site manufacturing leaders to contribute to lean initiatives that foster a high-performance work environment on the manufacturing floor as well as back office systems. 
  • Develop a strategic employee communications strategy that supports the business objectives and provides for open, two-way communication across all functions and levels of the company to foster a positive employment environment.  This would be done through partnering with the Global Communications function.
  • Effectively partner with all stakeholder functions, in particular manufacturing, communication, legal and human resources to listen to and address unacceptable survey results, employee dis-satisfaction, and/or other challenges to the employer-employee bond the company seeks to maintain with its workforce.
  • Ensure all HR activities are in compliance with the laws of the countries in which the company operates.
  • Develop a strong global network of Global Employee and Labor Relations professionals.

Required Skills / Experience / Competencies:

  • Bachelor’s degree, ideally in human resource management, labor relations, or industrial relations, is required. 
  • 10+ years significant labor/employee relations experience having worked both in a union environment and a non-union environment.
  • 15+ years of overall human resources or operational leadership experience, with a minimum of five years functioning in a senior human resources or operational role.
  • Experience in handling official government complaints and arbitration processes.

Preferred Skills / Experience / Competencies:

  • A Master’s degree is preferred.  Additional HR accreditation would be an added plus.
  • Strong international experience and culturally adaptable, preferably having lived and worked internationally.  Willingness to lead from the field.
  • Experience in a globally dispersed consumer related products-company where the connection to the end user – customer – is very close and intimately tied to brand relationships.
  • Proven ability to take a position on tough business issues, act decisively and assimilate complex matters quickly.
  • Demonstrated successful negotiation and influencing skills.  Established relationship skills with the ability to collaborate with and engage multiple stakeholders to achieve positive outcomes through persuasion and influence.
  • Viewed as a change agent.
  • Excellent oral and written communication skills.
  • Ability to establish a strong leadership presence within the business areas demonstrating the experience, confidence, and stature to effectively address sensitive HR issues.  He/she will need to inspire confidence and establish trust, respect, credibility and rapport with executives and employees.
  • Business savvy professional who is both strategic and “hands-on,” accustomed to interfacing with employees at all levels, and able to roll up their sleeves to get the job done.
  • Experience in planning, developing and leading change to drive organizational effectiveness.  Proven track record in driving organizational culture throughout a global, multi-cultural manufacturing environment.
  • Talent assessment skills to ensure “the right people are in the right jobs” to optimize business success.
  • Experience working in organizations where continuous improvement has been part of the company’s culture.
  • Demonstrated business fluency: thinks as a line manager with strong diagnostic capabilities which enables incumbent to easily translate business issues into actionable human resource strategies.

SC Johnson & Son, Inc. is an equal employment opportunityand affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, marital status, pregnancy, sexual orientation, ancestry, genetic information, or any other characteristic protected by law.

If you are an individual with a disability and you need an accommodation or other assistance during the application process, please call our Human Resources department at262-260-3343or email your request to  SCJHR@scj.com.  All qualified applicants are encouraged to apply. Download the EEO is the Law posterfor more information.

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