SUMMARY

Can you rise to the challenge of a culture that is ready to race? Are you excited about the chance to be part of a performance driven company in the most interesting people-and-culture job of your career? If so, KTM North America is looking for you. Talent acquisition, benefits/retirement plans administration, employee relations, employee development, performance management and regulatory compliance will be among your duties as Director of Human Resources.

We expect you to be a strategic business partner helping us manage the development and growth of our workforce, a culture agent making the organization a better place for everyone, an employee champion supporting our 300+ employees every day and an administrative expert able to, hands-on, manage cost and lead the HR organization to a “best in class” level. Deep knowledge of all matters concerning HR and strict confidentiality are essential to succeeding in this job. This is an excellent opportunity to work in an international organization covering wing-to-wing HR processes in 3 countries (USA, Canada and Mexico), as well as to gain exposure to working with the international HQ of the organization in Austria.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Acts as strategic business partner and works with all levels of the organization ensuring the highest level of customer service towards all employees across our businesses in the US, Canada and Mexico.
• Develops, implements, communicates and administers all HR policies and programs, and ensures compliance with federal/state regulations in all areas. Reviews systems and processes helping HR support our employees most effectively.
• Partners with senior management in developing HR strategies that support the strategic direction of the Company. Makes recommendations to executive management using knowledge of HR requirements and best practices. Defines processes and procedures, responsible for the Employee Handbook.
• Manages the full-cycle talent acquisition process, from job posting and candidate review, to selection, extension of offers and onboarding. Provides guidance and consultation with HR staff and managers regarding hiring practices and decisions. May participate in the hiring process as needed.
• Responsible for all aspects of benefits and retirement plan implementation including, but not limited to, plan design, administration, communication, education, compliance, reporting, open enrollment, etc. Partners with benefits and retirement plan brokers/advisors to make recommendations to senior management to ensure market competitiveness. Oversees the implementation and administration of corporate wellness program. Includes ensuring compliance with all related federal/state regulations, providing guidance and approvals for all confidential employee changes. Ensures confidential data integrity and proper documentation and approvals. Supports reconciliations to identify gaps.
• Responsible for the Company’s workers compensation insurance plans and related activities. Partners with workers compensation brokers/advisors, HR staff, managers and employees in managing work related injuries. Oversees the claims process, proper coding based on job classifications, etc.
• Employee champion: Responsible for providing support and guidance to employees with conflict resolution, Company practices and standards, and day-to day questions or concerns. Provides guidance and consultation to management concerning all employee relations issues, conflict resolution, job evaluations, specialized and sensitive questions and issues.
• Facilitates the annual Performance Management process from annual budgeting to execution of salary increases. Provides managers and employees with related tools and systems to effectively document performance, administer rewards and develop goals. Consults with managers on various performance issues and makes salary and other recommendations throughout the process. Works closely with Finance Department throughout the process to monitor budgets and track to actuals.
• Administrative expert: Conducts compensation analysis to ensure market competiveness and internal equity. Performs job analysis, updates job descriptions and makes FLSA recommendations. In charge of updating Organizational Management in SAP.
• Administers all training and development activities and supports employees and managers in providing menu of options and solutions. Makes recommendations, and provides tools such as training courses, personal development coaching, etc.
• Support corporate initiatives, e.g., SAP Success Factors rollout to North America
• Ensures compliance with all HR related federal and state regulations, including wage and hour, FMLA, benefits, 401K and retirement plans in Canada and Mexico, etc.
• Manage and supervise team of HR professionals. Responsible for supervisory duties including on- and offboarding, scheduling, timecard approvals, performance evaluations, coaching, training, disciplinary actions, task assignment, goal setting and team meetings/communications.
• Develops department goals, budget and key performance indicators.
• Performs other duties as assigned.

EXPERIENCE REQUIREMENTS:

• Ten to fifteen (10-15) years of progressive experience in Human Resources supervisory/management position required. HR generalist experience required, with broad experience in all functions of HR.
• Prior experience in recruitment, employee relations, performance management, payroll, benefits/401K, leave of absence and workers compensation experience is required.
• Prior benefits/401K and payroll administration experience required. Experience with payroll, HRIS and benefits management systems required.
• Advanced knowledge of Federal and State Payroll, Benefits and HR legal/compliance regulations and best practices (i.e. wage & hour, FMLA, FLSA, ACA, benefits, 401K, tax, posting/reporting, etc). Knowledge of Canadian regulatory landscape a plus.
• High proficiency in Microsoft Office Suite required (Word, Excel, Power Point, Outlook).
• Knowledge of California, Ohio, Canadian HR and payroll best practices is preferred.

EDUCATION REQUIREMENTS:

• High school diploma required. Bachelor’s Degree or equivalent experience in HR strongly preferred.
• SHRM-SCP, SPHR certification strongly preferred.

OTHER SKILLS AND ABILITIES:

• Solid leadership and team management skills.
• Maintain composure in high pace conditions. Able to prioritize workload, meet deadlines and understand when to escalate potential issues. Able to manage multiple tasks according to required deadlines. Flexibility to switch gears with little notice. Excellent organization and follow through skills.
• Ability to be optimistic, positive and supportive in all interactions with others
• Ability to exercise discretion and tact in all interpersonal contacts, and to maintain confidentiality at all times

• Strong interpersonal skills with the ability to use tact and diplomacy; must be team player

• Strong customer service skills required to effectively support employees, managers and other stakeholders.
• Comfortable working with all levels of employees, from line to senior management.
• Strong attention to detail and accuracy.

• Must be self-motivated with ability to use own initiative.

SUPERVISORY RESPONSIBILITIES: Yes

CONTACTS:

Internal: All employees at all levels, from line to executives.

External: Brokers and advisors; various insurance carriers and other vendors/service providers; state/federal government agencies.

JUDGEMENT/REASONING ABILITY: Ability to recognize discrepancies and resolve problems quickly using sound judgment, poise and diplomacy. Requires ability to use judgment and reasoning skills to determine when issues need to be escalated.

PHYSICAL DEMANDS: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to talk and hear. The employee is frequently required to sit; use hands and fingers, bend, stoop and reach with hands and arms.

WORK ENVIRONMENT: The noise in the work environment is usually moderate. Other factors are:

• Ability to travel if needed. Travel is minimal in this position (up to 20%).
• Fast-paced
• Professional, yet casual office work environment
• Ability to work extended hours as required

CORE COMPENTENCIES NEEDED:

Leadership and Navigation: Leading organizational initiatives and obtaining buy-in from stakeholders to achieve and maintain positive employee work attitudes and increased employee job performance.
Ethical Practice: Reinforcement of ethical HR systems and of the organization's highly ethical climate to drive higher levels of organizational performance.
Business Acumen: A well-developed understanding of business operations and how human resource management (HRM) practices contribute to the organization’s core business functions. Recognizing how internal and external factors (e.g., the external competitive environment and internal personnel resources) interact to influence organizational performance, and the ability to make the case for HRM to other business professionals within the organization to show how HR can have a direct impact on business performance.

Relationship Management: Displaying competence in relationship management by maintaining productive and healthy interpersonal relationships in the work environment and helping others do the same by cultivating positive formal relationships and informal relationships at work.

Critical Evaluation: Informing your decisions with data to enhance the effectiveness and usefulness of employee programs, thus creating added value as a reliable strategic partner within the organization.
Communication: Effectively communicating HR practices and policies across all levels of the organization to ensure employee satisfaction and business unit performance are positively affected. Speaking and writing clearly to ensure that the messages you distribute are clear, concise and readily understood.
HR Expertise: A well-developed knowledge base directly affects organizational success through developing, maintaining and executing sound HRM policies, practices, and procedures that support the organizational mission and goals.

Required Pre-Hire Screenings:

• Criminal - Felony and Misdemeanor 7 Years
• National Criminal Data Base 7 Years
• Social Security Verification
• Driving Record
• NDOT Drug Screen
• Education Verification
• Employment Verification