BURNDY is headquartered in Manchester, New Hampshire, and has 3 US manufacturing sites along with one each in Mexico and Brazil. With a long history of engineering excellence along with top notch customer and technical service, BURNDY has factory-direct sales representatives along with top manufacturers` representatives. We offer high quality, competitively priced connectors, wiring accessories and installation tooling that have solved connection problems for over 85 years.

Overview:

Directs and coordinates Human Resources functions, such as employment, compensation, benefits, safety, training, and employee services for BURNDY, LLC including oversight of HR function of Continental Industries and CMC. The collective group of businesses is referred to as Hubbell Connectors, Grounding and Tooling (HCGT) by performing the following duties personally or through subordinate managers. This position reports directly to the President & General Manager, and indirectly to the V.P. Human Resources Electrical Systems.

Responsibilities Include:

• Provides strategic support to the President and General Manager of Burndy. This includes work related to our strategic objectives of Developing our People, Growing the Enterprise, Operating with Discipline and Serving our Customers
• Works in conjunction with platform and corporate team members on due diligence efforts and the integration of acquisitions within the division or platform
• Works in conjunction with the Directors of other Divisions and Shared Services HR departments to develop and/or implement HR policies, practices and systems that conform to related Corporate standards and meet the needs of the Division
• Communicates and explains Company HR policies and practices to managers and employees of the Division and subordinate HR staff
• Reviews reports of violations of Company policies and claims made against the Company, and advises Division management what action to take. Conducts investigations as appropriate such as Hubbell ListenUp claims, EEO charges, etc. Arranges consultation with legal counsel when appropriate
• Develops staffing plans and forecasts, succession plans, directs recruiting actions, and manages reductions in force
• Develops job descriptions and specifications, analyzes competitive salary data, evaluates jobs and decides upon appropriate wage/salary ranges, in conjunction with the Vice President HR Electrical Systems
• Recommends compensation actions and corrective/employment actions to Division and/or platform management. Approves all hiring, terminations, and changes of classification and salary
• Recommends to Division management various incentive plans that are specific to the Division (for example, Sales Incentive Plans)
• Identifies training and development needs in the Division and assists the Director of Organizational Development to implement programs and identify appropriate participants
• Develops and implements programs to maintain positive employee relations and to build relationships with local communities and business/educational institutions
• Manages and advises Company spokespersons in negotiating collective bargaining agreements
• Maintains accurate data in SAP or other systems for HR information, records and reports that meets Corporate and Division management needs, and fulfills regulatory record-keeping and reporting requirements
• Studies trends in employment legislation, compensation and other fields related to HR in order to anticipate future issues and opportunities for the business.

Supervisory Responsibilities Include:

• Directly manages Human Resource Managers at sites within HCGT organization
• Responsible for the overall direction, coordination, and evaluation of Human Resources functions at these sites
• Carries out supervisory responsibilities in accordance with the organization`s policies and applicable laws
• Responsibilities include interviewing, hiring, and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems

Competencies:

To perform the job successfully, an individual should demonstrate the following competencies:

• Analytical - Synthesizes complex or diverse information; Collects and researches data; Uses intuition and experience to complement data; Designs work flows and procedures
• Interpersonal Skills - Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others` ideas and tries new things
• Change Management - Develops workable implementation plans; Communicates changes effectively; Builds commitment and overcomes resistance; Prepares and supports those affected by change; Monitors transition and evaluates results
• Leadership - Exhibits confidence in self and others; Inspires and motivates others to perform well; Effectively influences actions and opinions of others; Accepts feedback from others; Gives appropriate recognition to others
• Business Acumen - Understands business implications of decisions; Displays orientation to profitability; Demonstrates knowledge of market and competition; Aligns work with strategic goals
• Diversity - Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce
• Ethics - Treats people with respect; Keeps commitments; Inspires the trust of others; Works with integrity and ethically; Upholds organizational values
• Strategic Thinking - Develops strategies to achieve organizational goals; Understands organization`s strengths & weaknesses; Analyzes market and competition; Identifies external threats and opportunities; Generates suggestions for improving work; Develops innovative approaches and ideas
• Initiative - Volunteers readily; Undertakes self-development activities; Seeks increased responsibilities; Takes independent actions and calculated risks; Looks for and takes advantage of opportunities; Asks for and offers help when needed. Demonstrates persistence and overcomes obstacles

Qualifications Include:

• Bachelor`s degree required
• Master`s degree or equivalent preferred; or eight to ten years related experience and/or training
• PHR, SPHR or CEBS certifications helpful
• Experience dealing with union facilities preferred
• Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations
• Ability to write reports, business correspondence, and procedure manuals
• Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public
• To perform this job successfully, an individual should have knowledge of Human Resource systems; Payroll systems and Microsoft software

Travel Requirement:

• Must be willing and able to travel 20% of the time

EEO AA: M/F/D/V

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