Job Description

The HR Manager partners closely with the plant leadership team. As an integrated member of the business leadership team, working to provide innovative people solutions to address complex business issues including but not limited to leading change, talent development and coaching for business outcomes, organizational design, and strategic decision making.  Accountable for all components of HR including human capital management, talent management, workforce planning, staffing, learning and development, compensation and reward/retention strategies, benefits, performance assessment processes, employee relations, and all other HR functional disciplines.

CORE DUTIES/RESPONSIBILITIES:

 ·         Plans and develops human resources goals, priorities, major initiatives, areas of emphasis, and directs their implementation.  Directs the development of techniques and procedures for and directs overall activities of benefits, records, recruitment, retention, discipline, placement, orientation, and training.  This includes for the major HR functional areas of: cultural diversity and equal employment opportunity; employee relations; compensation management; benefits administration; performance evaluation systems; employment; human resources information systems; and employee development.

·         Responsible for advising management to ensure company compliance with all federal, state and local laws related to employee benefits, compensation, employment and training. Remain current with changes in human resource and employment law and manage company relationships with state and local regulatory agencies, such as State Employment Commission(s).

·         Provides leadership in the areas of employee development, employee retention, recruitment, and succession planning.  Leads recruitment by finding creative and cost-effective ways of generating high-quality candidates in the marketplace and establishes effective orientation programs for new employees.  Develop human resource planning processes to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps. Areas of activity will include but are not limited to 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.  

·         Develop progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare of the employees. Oversee employee benefit programs including medical, dental, life, and disability insurance, supplemental medical, retirement plans, Vacation and other leave benefits processing, and unemployment compensation.  Serves as member of the Benefits Committee with shared fiduciary responsibility.

·         Serves as internal consultant to managers and advisor/mediator in employee situations in which discipline is joint responsibility of the Director of Human Resources and employee supervisor.

·         Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues. 

·         Manage the budget and other financial measures of the Human Resources Department.

·         Perform other job related responsibilities as required to drive business growth and customer satisfaction.

Minimum Qualifications or Requirements:

• Significant increasingly responsible HR experience, typically at least 5-10 years.
• Demonstrated success as a leader of HR organizations with geographically disbursed team members or clients
• Demonstrated breadth and depth of HR experience and expertise.
• HR leadership experience working with and coaching mid-level managers.
• Strong executive presence including capability to successfully engage with highest levels
• Proven ability to move seamlessly from strategy to flawless execution
• Strong business acumen and analytical skills
• Strong persuasion and negotiations skills and experience
• Experience leading change initiatives
• Strong written and verbal communication, and presentation skills

Preferred Qualifications:

• Experience leading Human Resources function in a highly technical environment
• Proven experience leading an organization design effort and strong organizational development background
• Experience developing a business case that supported a key HR initiative
• Experience with complete plant start-up.

Company Description

Company Overview  Cimarron Composites is a small business based in Huntsville, Alabama, that focuses on filament-wound carbon fiber tanks and pressure vessels.  Cimarron’s products are currently used in aerospace launch vehicles, and as containers for the transport of commercial gasses and liquids.  Cimarron was acquired by Hanwha Solutions last December, deal closing is expected until early May 2021.  Hanwha Solutions(https://www.hanwhasolutions.com/en/) is an affiliate of Hanwha group that is one of the biggest conglomerates in South Korea, aims to create new synergies and sustainable growth by resolving environmental and climate issues faced by customers and society through its U.S. and international operations in chemical solutions, solar energy, and advanced materials.  Hanwha Solutions plans to invest in Cimarron-related new business infrastructure and production facilities in Opelika AL. By 2030, Hanwha Solutions expects its total investment in Cimarron’s U.S. production capacity and workforce growth to exceed $100 million, and to result in a total workforce exceeding 500 workers, and sales revenue over $400 million from both domestic sales and exports.  The HR Manager will work in Opelika during the plant start-up from home and temporary office, to begin hiring, training, and implementing policies and procedures. The HR Manager will work directly with the Plant CEO to help start plant operations. It is preferred that the HR Manager be familiar will all aspects of plant start-ups and of manufacturing operations in general.