Director Of Human Resources

General Dynamics Ordnance and Tactical Systems, a premier provider of ordnance weapons and tactical systems to the U.S. Department of Defense and allied nations, has an opening for a Human Resources Director to join our Scranton, PA Team. We take pride in supporting the mission of the warfighter by delivering the best, to the best. Our products can be found with every U.S. military branch and with allies around the world. We are looking for a motivated and creative leader to help shape and support our mission.

GD-OTS in Scranton / Wilkes-Barre offers great benefits that are effective the first day of employment! Medical, dental vision, 401k and many other benefits are available without a waiting period.

Summary:

You must be an astute Human Resources Director (HRD), with experience in the management of labor relations, administration of employee programs, change management, employee engagement strategy, leadership development, performance management, HR laws and regulations, HR policy management. You are also a dynamic leader, who always acts with integrity and discretion to ensure your role as a trusted advisor.

Develops policy and directs the Human Resources activities and staff involved with developing and maintaining Human Resources procedures, programs and policies relating to all phases of the Human Resources functions such as employment, compensation, labor relations, benefits, training, and employee services. Supports the Vice President/General Manager of a Strategic Business Unit and the Vice President of Human Resources and Administration in meeting both corporate and division business objectives. 

• Maintains a variety of programs to ensure positive employee relations in keeping with company objectives
• Designs, develops and implements strategic plans and programs in keeping with departmental and company objectives including Retention, Recruitment and Employee Engagement strategies
• Provides support and guidance to the site management and personnel by identifying legal requirements and government reporting regulations affecting Human Resources functions and ensures policies, procedures and reporting are complying
• Partner with Talent Acquisition with recruiting, interviewing, and selecting employees to fill vacant positions
• Participates in compensation and benefit surveys to remain apprised of current trends, conditions and legislative changes by analyzing wage and salary reports and data to determine competitive compensation plan
• Review, recommends, trains, communicates changes to compliance programs and ensures we have policies in place for compliance
• Prepare employee separation notices and related documentation along with potentially performing exit interviews
• Directs the maintenance of Human Resources records and data systems and reviews employee changes in status to ensure fair and equitable application of compensation, Human Resources and employee relations policies and practices by writing directives to advise department managers of company policies
• Develop any necessary reports from HR Information Systems (HRIS) for surveys, reports, internal and external data requests, etc.
• Administer and maintain accurate records of necessary federal, state, and local reports as required by the applicable laws, SOPs, and company policies
• Maintain and update employee records and files in HRIS system
• Consults legal counsel to ensure that policies comply with federal and state law. Oversees the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization
• Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends...may represent GD-OTS in negotiating collective bargaining contracts
• Research, develop and deliver presentations and recommendations to management regarding new or existing Human Resources policies
• Maintain knowledge of legal requirements related to day-to-day management of employees and reduce legal risks
• Performs other related duties as assigned

#LI-CF2

Required Qualifications:

• Bachelor's degree (BS/BA) in Human Resources, Business Administration or related field from four-year college or university
• Eight (8) years related Human Resources or Management experience and/or combination of experience and education
• Willingness and ability to travel, including possible international travel
• Willingness and ability to drive to and support four (4) area locations

Preferred Qualifications:

• Experience in a manufacturing environment, including multishift organizations
• Human Resources experience with companies supporting 500 or more employees
• Previous work with Universities and/or Technical Schools to support and develop workforce pipelines
• Human Resources Certifications PHR and/or SHRM-CP
• Bilingual - fluent in Spanish, written and verbal

Knowledge, Skills & Abilities:

• Strong computer skills, administrative data control, scheduling and team interface
• Looks for ways to improve and promote operational excellence and partner with Operations leadership
• Must be able to possess strong, planning, execution and multitasking skills and have demonstrated ability to reprioritize and quickly adapt to changes
• Must be able to manage quickly changing priorities while meeting deadlines
• Works within the highest level of integrity, ethics and safety
• Operates under minimal direction and exercises independent judgment
• Decisions are guided by policy, procedures and business plan

Other Requirements:

• Proficiency with MS Office 365 tools
• Professional demeanor and presentation skills for frequent customer meetings, presentations, and site visits
• Experience in Talent Acquisition systems (i.e. iCIMS)
• Experience and understanding of HRIS systems (i.e. PeopleSoft)
• Experience with regulatory strategy and reporting, including AAP, I-9, EEO, Pre-Employment process, OFCCP and EEOC requirements

The above statements describe the general nature and level of work only.  The statements do not represent an exhaustive list of required responsibilities and skills.  Other duties may be added or this job description may be amended at any time. This job description does not alter an employee’s at-will employment status or create an employment agreement or contract, implied or otherwise.