Scope of leadership role

A key influencer of Regal's short and long-term success depends on the ability to have the right talent, in the right roles at the right time to drive the enterprise strategy.

Reporting to the Chief Information Officer (CIO) and functionally to the Director of Corporate Human Resources will serve as a key business partner to the CIO. Also an important member of the CIO's leadership team, contributing to the function's strategy, direction and overall effectiveness. This is a hands-on role that is responsible for leading the function's global human resources function and defining, developing and implementing strategic HR initiatives to influence the function's impact on the Regal enterprise.

Responsible for leveraging their experience to manage and execute the IT function's full scope of talent acquisition, workforce planning, leadership development, building a high quality diverse leadership pipeline, succession planning, performance management, associate engagement, workforce diversity and inclusion.

The IT function consists of 200 associates and spans across the globe. The primary regional sites include:

Grafton WI, Hyderabad India, Manila Philippines, Shanghai China and Juarez Mexico.

This HR Manager also serves as a key partner to the Director of Corporate HR. Responsible for providing insights, guidance and expertise that aids in the development of corporate and enterprise HR initiatives and priorities; and provides leadership in the effective implementation and desired outcomes/KPIs for their IT function. Acts as a liaison on HR matters between the IT function and Corporate HR functions.

Key Responsibilities

Workforce Planning

• Conducts workforce planning based on the IT function's strategy, leverages data and analytics to identify priorities.
  
  


• Develops talent acquisition plans that encompasses the global IT organization. Specifically leads all US recruitment, selection and onboarding activities. Collaborates with regional HR and IT leaders on their local recruitment and onboarding activities.
  
  


• Manages the immigration and work authorization needs of the IT function.
  
  


• Assesses needs and draws connections across the IT function; identifies implications from a talent, structure and skills requirements. Develops and maintains a competency inventory of the skills, technology and experiences of the global IT function. Anticipates future skills and technology needs for the IT function.
  
  


• Contributes to the organizational design and restructuring plans to optimize global IT resource allocation.

  Talent Management/Leadership Development/Diversity & Inclusion
  

  
  


• Develops and leads the IT talent management initiatives to establish career ladders that lead to a pipeline of diverse IT leadership talent.
  
  


• Leverages talent across the global function (facilitator) to identify opportunities for developing future IT leadership talent.
  
  


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


• Manages the talent review and succession planning process; provides expertise and guidance to the CIO and IT leadership team.
  
  


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


• Demonstrates the use of 80/20, continuous improvement to deliver results aligned with the IT function and Regal's enterprise HR strategy, including KPIs.
  
  

Functional Expertise

• Based on previous HR Business Partner experience, is able to provide hands-on coaching to CIO and IT leaders on all talent matters.
  
  


• Ensures strong leadership capabilities are present within the IT leadership team in the selection, development and evaluation of IT talent.
  
  


• Experienced to resolve daily or complex employee relations investigations and resolution of major issues.
  
  


• Key advisor and coach to the function's IT leaders on appropriate HR practices and policies; insures implementation and compliance.
  
  


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

PROFESSIONAL EXPERIENCE/QUALIFICATIONS

The successful candidate will have proven experience as a HR business partner and in developing collaborative relationships across all levels of a function. 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 global projects and programs.

Minimum Requirements:

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


• Master's degree highly preferred.
  
  


• 4 years HR business partner experience; preferably within a global environment.
  
  


• Demonstrated track record of partnering with a senior leader 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, roll up sleeves and 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.