AFL provides industry-leading products and services to a wide variety of industries. AFLs Services Division has extensive experience in the design and application in telecommunications, broadband, wireless, electric utility, OEM, enterprise, and private network markets. This group provides site development, engineering, and construction expertise, integrated services, and fiber optic products. In addition, AFLs Services Division manufactures, engineers, and installs fiber optic products and equipment to enable delivery of high-speed voice, video, and data services.

Founded in 1984, AFL is proud to offer engineering expertise, exceptional products and reliable service that help our customers improve their critical and electrical infrastructure. AFL has operations in the U.S., Mexico, Europe, Asia and the South Pacific. The company is headquartered in Spartanburg, SC, and is a wholly-owned subsidiary of Fujikura Ltd. of Japan.

The Human Resources & Recruitment Director is a senior-level position is responsible for management of all aspects of Human Resources, including employee relations, recruitment, and policies and procedures. The Human Resources & Recruitment Director will implement and lead HR practices that encourage a culture of employee satisfaction and that empower the ongoing development of a productive and high-quality workforce to ensure short/long term organizational success.

This position provides guidance to the management team and administrative direction to the Human Resources team, including providing advice regarding established laws, policies, practices, and services. This position serves as a member of the executive leadership team; building and supporting effective relationships with applicable internal and external constituents and stakeholders and ensuring optimal operating effectiveness and strategic positioning.

The Director will develop, implement and validate Human Resources programs, policies and initiatives aligned with short and long-term business plans and foster a culture that promotes employee involvement and engagement and a passion for customer excellence.

The successful candidate will effectively manage both the operational and strategic dimensions of the role while managing the HR team. They will be a trusted advisor, thoughtful sounding board and business partner to the companys senior leaders, functioning as the expert of people and organizational issues.

Additionally, the Director will set the human resources agenda for the company in coordination and collaboration with the leadership team by developing a keen understanding of the culture, business goals and strategies.

Responsibilities:

• Partner with business leaders to strategize, plan, develop, organize, implement, and direct the organization`s human resource function and performance aligned with business objectives. Areas of activity will include talent management through proper succession planning programs for key contributor and management positions, training and development programs for preparing employees for more significant responsibilities and general business development programs to enhance employee knowledge and understanding of the business of the company and the industry.
• Develop compensation strategies, together with effective wellness programs, to assist manage labor costs. Contribute, and provide guidance and input on health care programs.
• Develop appropriate policies and programs for effective management of the people resources of the corporation. Included in this area but not limited only to the following would be programs for recruitment, contract and 1099 staff, employee relations, affirmative action, sexual harassment, employee complaints, workplace investigation, external education and career development.
• Provide guidance and direction to supervisors and managers regarding personnel actions such as performance management, discipline (up to and including terminations), and other employment practices such as the use of temporary and contract employees; Participate in decisions concerning hiring, promotions, compensation adjustments, transfers, hiring, and terminations.
• Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; and minimizing the impact of variances.
• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; and changing assumptions and direction.
• Maintaining knowledge and understanding of existing and proposed federal and state laws/regulations affecting recruiting, onboarding and human resources management by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; and participating in professional organizations
• Recommending new, or amending current policies and processes, both within the HR and recruiting departments and across the organization, to drive continual improvements in the efficiency, services and goal achievement.
• Responsible for year-end reporting and non-discrimination testing.
• Manage staff of HR and Recruiting professionals to execute flawlessly on standardized processes and practices.
• Lead organizational change and design by working with senior management to identify business requirements, and implement appropriate solutions.
• Continually develop, enhance, and enforce human resources policies and procedures of the organization, employing systems to improve the overall operation and effectiveness of the corporation.
• Manage the human resource information systems database and required HR reports for analyses of the HR function and people resources
• Maintain a work environment free of third party influence by coaching, educating and ensuring that managers have the tools they need to create an environment where third parties are unnecessary.
• Assist executive management in the annual review, preparation and administration of Agency wage and salary program.
• Coordinate and/or conduct exit interviews to determine reasons behind separation.
• Consult with legal counsel as appropriate, and/or as directed on personnel matters.
• Miscellaneous activities and responsibilities as assigned by manager.

The selected candidate will be required to possess the following:

• Comfortable dealing with and ability to influence and coach senior managers.
• Demonstrated expertise in effectively managing/implementing large organizational change.
• Experienced in and effective with change management and leadership development processes.
• Accepts and deals effectively with global and local complexities.
• In-depth knowledge of HR processes, programs, policies and systems and ability to communicate same to employees and management.
• Ability to deal effectively with ambiguity and change; comfortable with uncertainty.
• Ability to provide positive and corrective feedback to others and deal with people problems at all organizational levels; can take negative action if warranted.
• Works effectively with other team members to solve problems and implement solutions.
• Strong analytical and problem solving skills.

Skill Requirements:

• Bachelors degree required; Masters in Human Resources or MBA preferred.
• A minimum of 7 years of HR experience including a strong knowledge of multiple HR disciplines including but not limited to talent acquisition, employee and labor relations, diversity, talent management, and federal and state employment laws.
• Human Resources experience in a service organization ranging from 1,000 to 3,000 employees in multiple states. International HR experience a plus.
• Telecommunications service industry experience preferred.
• Highly adaptable with the strong ability to lead change.
• Strong experience in developing human resources, recruiting and business metrics, systems and reports.
• Excellent supervisory experience to include coaching and developing staff which results in a high performing team with a focus on accountability.
• Highest standards of integrity, excellence, teamwork, accountability and continuous improvement
• Good process and improvement skills. Data based decision making with a bias for action.
• Strong project management/process capabilities, ability to analyze data and extrapolate.
• Solid business acumen, management reporting, and problem-solving skills.
• Willingness to travel as needed.