Strategic Global Human Resource Business Partner

Strategic Global Human Resource Business Partner

New Hampshire based position, this is not a remote opportunity.

SIG SAUER, Inc. is a leading provider and manufacturer of firearms, electro-optics, ammunition, airguns, suppressors, remote controlled weapons stations, and training. For over 250 years SIG SAUER, Inc. has evolved, and thrived, by blending American ingenuity, German engineering, and Swiss precision. Today, SIG SAUER is synonymous with industry-leading quality and innovation which has made it the brand of choice amongst the U.S. Military, the global defense community, law enforcement, competitive shooters, hunters, and responsible citizens. Additionally, SIG SAUER is the premier provider of elite firearms instruction and tactical training at the SIG SAUER Academy and is named Headquartered in Newington, New Hampshire, SIG SAUER has over 3,200 employees across twelve locations in three states and is a certified Great Place to Work™. For more information about the company and product line visit: sigsauer.com.

Position Summary:

The Strategic Global Human Resource Business Partner will fill the role of assisting our company in accelerating its’ international presence. The successful candidate will lead the establishment, development, delivery, and coordination of the full spectrum of Human Resource services and manage the implementation of Human Resource programs and initiatives across the company’s various locations. In partnership with other teammates in the HR organization, the successful applicant will manage all aspects of international HR including compensation, benefits, employee relations, development and implementation of policies and procedures, recruiting support, strategic HR programs, as well as HR responsibilities in office start up and operations. This is a high-level individual contributor role requiring significant experience servicing international HR requirements in a highly entrepreneurial environment.

Responsibilities:

• In partnership with senior management, develop policies and procedures, ensuring legal and regulatory compliance for headquarters and country locations. Consult with SIG HR Corporate groups when corporate policies require local adaptation to be compliant. Lead/primary contact to all internationally based managers and employees on Human Resource related matters including compensation, benefits, hiring, onboarding, separation/termination, performance management, organizational development, recruitment, fringe benefits as well as employee relations and organizational policy.
• Partner with staff to ensure proper administration of benefits and allowance, pay structure, and changes in employee information.
• In partnership with SIG HR corporate groups, drive the performance management process including the development of job descriptions, salary scales and salary/fringe benefit market surveys for assigned locations.
• Monitor and advise US staff on all international changes in labor laws, both federal, state and local level.
• Responsible for expanding current domestically focused HR strategic programs such as annual employee engagement survey and rewards & recognition programs to include all international locations. Encourage a workplace environment that values teamwork and fosters collaboration, acknowledge and reward staff contributions, and develop strategies to enhance synergies between staff as well as between headquarters and the various international regions under their areas of responsibility.
• Motivate staff performance and professional development, develop skilled managers and mentors, and exercise sound judgment in the hiring, promotion, transfer and termination of staff.
• Respond to and investigate employee grievances and conflicts and work closely with all parties involved. Provide managers and employees with training and tools to accomplish these tasks.

International HR Management

• Provide guidance and assistance related to the posting of Expatriate staff in foreign locations including but not limited to Terms & Conditions agreements, renewals and amendments; relocation; allowances, coordinate on-boarding and orientation; as well as coordinating end-of-assignment (repatriation) processes.
• Work with US based and host country legal advisers to prepare employee agreements and corresponding local employee handbooks including conducting research as necessary.
• Serve as a resource in the development and updating of local HR salary scales, benefits, and policies.
• Lead HR contact for Company’s International Controller.
• Manages network of local providers to ensure SIG receives world-class guidance on employee relations, local labor regulations requirements, and local HR practices.
• Stays up to date on regulatory and market practices evolutions impacting HR in countries where SIG operates.
• Manage relationship with local HR contacts with EOR partner.

Recruitment Support

• Work with the company’s Recruitment function to secure needed talent, including working to help prepare descriptions, job postings, conducting interviews, assistance in the interview process, and obtaining references for applicants, as well as negotiating salaries with selected candidates.
• Maintain needed Talent Pipeline to support growth.

Project Management

• Ability to undertake and manage a variety of HR related projects whether domestic or international.

Requirements:

• BA/BS degree in Human Resource Management, Business Administration, or a field relevant to Human Resources.
• SHRM global certification preferred
• Minimum 8 to 10 years as an HR Business Partner; or a Master’s degree with seven (7) years of relevant experience in Human Resources; at least six (6) years of experience in international HR management in a manufacturing environment.
• Proven record of success in developing and maintaining effective working relationships and partnerships with diverse stakeholders.
• Prior success in creating a strong and effective HR operational platform that is responsive to organizational needs and priorities and delivers superior customer service in a changing and dynamic environment.
• Solid working knowledge of best practices in all HR functions including international recruitment, onboarding, benefits, compensation, employee relations, performance management, learning and development, Human Resource information systems, project management.
• Guidance to internal clients, demonstrating creative problem-solving skills and ability to apply this knowledge appropriately to diverse situations and settings.
• Knowledge of federal, state (US) and local in country HR related laws and ability to research and advise on Laws and regulations affecting HR practices in their areas of responsibility.
• Strong written, oral and interpersonal communication skills.
• Ability to travel internationally up to 15%.

SIG SAUER, Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)