Regal Beloit Corporation (RBC) is a publicly held leading manufacturer of electric motors and controls, power generation products and power transmission products serving customers throughout the world. Our mission: We create a better tomorrow by developing and responsibly producing energy-efficient products and systems!

At the end of fiscal 2019, Regal generated about $3.3B in revenue and employed approximately 21,000 employees worldwide. Primary countries include: US, Mexico, China and India. Regal provides products and solutions directly to OEMs, distributors, and end-users. Regal Beloit Corporation is a Wisconsin corporation with common stock listed on The New York Stock Exchange beginning in 1976. Regal's common stock is a component of the S&P MidCap 400 Index and the Russell 1000 Index. Regal was founded in 1955 and is headquartered in Beloit, WI. Regal's new executive satellite office is located in Rosemont, IL.

Regal is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, age, ancestry, national origin, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal is committed to a diverse and inclusive workforce.

Position Summary:

Reporting to the Segment Vice President of Human Resources for Commercial Products, The Director of Human Resources will serve as a business partner to the Commercial Products US-based VP/GMs, reporting to the VP of HR and indirectly to the 2 VP/GMs, and will be an important member of the business unit leadership teams, contributing to the segment's business strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the human resources function and defining, developing and implementing strategic HR initiatives to influence the segment's revenue growth and profitability.

The Director of Human Resources, US, also serves as a key partner to the Segment VP, HR and the Segment HR leadership team (SHRLT), responsible for providing insights, guidance, direction and expertise that supports the development of HR initiatives and priorities at the Segment level, and provides leadership in the effective implementation and desired outcomes/KPIs for their segment.

Responsible for leveraging their experience to manage and execute for four locations talent acquisition, workforce planning, leadership development, building a high quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.

Key Responsibilities

Workforce Planning

• Drives Regal values and Creates a culture of integrity, responsibility, diversity & inclusion, customer success, innovation with purpose, continuous improvement, performance and a passion to win, all with a sense of urgency.
  
  


• Conducts workforce planning based on the individual business unit's strategy and leverages data and analytics to identify priorities.
  
  


• Assesses needs and draws connections across the businesses and operations; identifies implications from a talent, structure and skills requirements.
  
  


• Develops organizational design and restructuring plans to optimize resource allocation.
  
  

Talent Management/Leadership Development/Diversity & Inclusion

• Develops and leads the Segment talent management initiatives to establish a robust pipeline of diverse leadership talent.
  
  


• Leverages talent across the Segment to identify opportunities for developing leadership talent.
  
  


• Key partner in facilitating the development and execution of experience-based development plans for high potentials; ensures meaningful exposure to the business unit leadership team.
  
  


• Manages the talent review and succession planning process; provides expertise and guidance to the Segment's business leadership and HR teams.
  
  


• Actively leads and participates in the talent acquisition of key Business Unit positions.
  
  


• Implements actions to create a highly engaged, high performing, and inclusive work environment across the North American Segment.
  
  


• Demonstrates the use of 80/20, continuous improvement and to deliver results aligned with the Segment and Enterprise HR strategy, including KPIs, with a sense of urgency.
  
  

Functional Expertise

• Based on previous HR Business Partner experience, is able to provide hands-on coaching to business unit and HR managers.
  
  


• Supports strong HR capabilities within the Segment with the selection, development and evaluation of HR talent.
  
  


• Experienced to provide strong oversight on daily or complex employee relations investigations and resolution of major issues.
  
  


• Key advisor and coach to the business leadership and line management on appropriate HR practices and policies; ensures implementation and compliance.
  
  


• Identifies opportunities to simplify processes and enhance value of HR to the business.
  
  

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

The successful candidate will have proven experience in developing collaborative relationships across all levels of the organization. This leader must have the passion, energy and intellectual curiosity necessary for a fast-paced, growth-driven environment. Be able to employ forward thinking and have the ability to expeditiously execute significant business projects and programs.

Minimum Requirements:

• Bachelor's degree required in Human Resources, Organizational Effectiveness or related field.
  
  


• Master's degree highly preferred.
  
  


• 8 years HR business partner experience; preferably within a global industrial manufacturing environment. Past 3 years' experience managing an HR team (direct and indirect).
  
  


• Demonstrated track record of partnering with leaders to develop and implement talent strategies that produce measurable outcomes and drive business results.
  
  


• Excellent interpersonal and influencing skills to establish trust, credibility and rapport at all levels of the organization; seen as humble, direct, and authentic while possessing executive presence.
  
  


• Proven ability to be hands on, demonstrate resourcefulness, initiative, results-orientation. Has a mindset of continuous improvement and can embrace Regal's 80/20 principles.
  
  


• Demonstrated ability to develop strong partnerships and influence resources outside one's direct responsibility.
  
  


• Ability to travel up to 30%.