Director Human Resources and Talent Management

Job Description

Company Overview:

C.F. Martin & Co.® has been making the finest handcrafted acoustic guitars since 1833. For the biggest names and the most revered musical legends. For the pioneers, the rebels, and the dreamers. For anyone who cares about music and loves making it. There's a passion that runs through this organization. From our employees to our loyal customers to our business partners across the globe. This passion fuels our ambition to make the very best tools designed to help every artist share their music with the world for generations to come. Nearly 200 years of making great music. And we're ready for the next 200. Want to come with us?

TITLE: Director Human Resources and Talent Management

FUNCTION: Human Resources

REPORTS TO: Vice President Human Resources

Summary Description:

The Director of Human Resources and Talent Management will be a strategic, result-oriented thought leader for the organization who will plan, organize, create, and administer human resources programs & policies that reflect the company's strategy, mission, and short- and long-term goals. As a key member of the Senior Leadership team, the HR Director will provide support and guidance across all areas of HR, including but not limited to, talent acquisition, learning & development, performance management, employee relations, employee engagement, recognition, and compliance. This role will be a key business partner to drive innovation and alignment through talent programs to advance Martin's culture and ensure the success and engagement of all employees. The Director of Human Resources and Talent Management reports to the Head of Human Resources and will be based in our Nazareth, PA location.

Specific Duties and Responsibilities:

Lead and manage various HR functions including, but not limited to recruitment, onboarding, training and development, performance management, employee relations, and managing terminations.

Provide professional expertise and support in the design, development, and implementation of all talent management processes to achieve business goals and organizational strategy.

Conduct full life cycle recruitment in sourcing the best talent, as well as maintaining effective programs for engagement, retention, development, promotion, and succession planning.

Serve as a business partner with the management team to engage in workforce planning and to develop effective talent sourcing and recruitment strategies. Develop effective relationships within the organization and the hiring community to influence and impact the recruiting process and hiring.

Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations, and recommend best practices; review and modify policies and practices to maintain compliance.

Drive diversity, equity and inclusion initiatives across the organization, promoting an environment that values and respects individual differences.

Support management by providing human resources advice, counsel, and decisions.

Communicate, interpret, and implement human resources policies and government laws and regulations.

Conduct research and analysis of organizational trends including review of reports and metrics from the human resource information system (HRIS) or talent management systems and make recommendations relative to findings in alignment with overall HR organizational strategy.

Regularly benchmark all practices, policies, and systems against available industry, regional, and specific local company data and recommend changes or innovations.

Work with the VPHR to manage the development and implementation of HR Department goals and objectives.

Assist the VPHR with the development of the overall budget for HR department.

Consistently and positively create a motivated environment, setting goals, communicating expectations, and improving over-all performance review process with co-workers.

Select, promote, transfer, and otherwise treat coworkers and visitors equally without regard to race, age, creed, color, religion, gender, national origin, alienage, ancestry, citizenship status, sex, marital status, arrest record, gender identity, veteran status, disability or handicap, sexual orientation, genetic information or any other characteristic in accordance with all local, state and federal Equal Employment Opportunity and non-discriminatory regulations.

Position Requirements:

Bachelor's degree in Human Resources, Business Administration, or related field

Minimum of 7-10 years of Human Resources experience with at least 5 years of direct managerial/supervisory experience preferably in a small to midsize ($100 - $200M) manufacturing organization

SHRM-CP, SHRM-SCP or HRCI certification preferred

Experience designing, developing, and supporting organization-wide talent management programs that cover performance management, talent development, coaching, succession planning, data analytics and relationship management

Proven track record of effective human resources leadership and the ability to develop, design, implement and measure success of a variety of human resources, talent and retention programs

Strong Knowledge of employment laws and regulations, along with experience in ensuring HR compliance

Exceptional interpersonal and communication skills with the ability to influence and engage at all levels of the organization

Strong project, time management and presentation skills

Strategic thinker with the ability to translate business goals into actionable HR plans

Ability to navigate complex organizational dynamics

Ability to multi-task and work under pressure - flexible in fast-paced environment

Strong analytical skills, good reasoning abilities and sound judgment

Proficient with Microsoft Office Suite or related software

Proficiency with or the ability to quickly learn the organization's HRIS and related systems

Proficiency with using software and leveraging technology for talent processes

Ability to physically navigate through a production facility

Core Competencies:

Adaptability

Building Trust & Partnerships

Communication

Innovation

Coaching

Decision Making

Facilitating Change

Customer Orientation

Managing Conflict

Planning and Organizing Work

Commitment to Personal Learning/Knowledge Growth

Strategic Planning