In this key leadership position, you will oversee a team of four HR Business Partners and two HR Compliance Specialists, while playing a crucial role in shaping our organization’s people strategy and culture. The position should be a senior trusted advisor to the leadership team of Panasonic North America with a focus on driving results through strategic people programs ensuring that HR initiatives are brought together to cultivate a high performing culture. The role serves as the liaison between HR and business executives to develop HR strategy and broker services to deliver desired business outcomes. The role reports to the CHRO.

Job Summary/Basic Function:

We are seeking an experienced and strategic HR leader to join our organization as Director of Human Resources. In this key leadership position, you will oversee a team of four HR Business Partners and two HR Compliance Specialists, while playing a crucial role in shaping our organization’s people strategy and culture. The position should be a senior trusted advisor to the leadership team of Panasonic North America with a focus on driving results through strategic people programs ensuring that HR initiatives are brought together to cultivate a high performing culture. The role serves as the liaison between HR and business executives to develop HR strategy and broker services to deliver desired business outcomes. The role reports to the CHRO.

Key Accountabilities:

Leadership & Team Management

• Provide strategic direction, mentorship, and development to HR Business Partners and HR Compliance Specialists.
• Foster a collaborative team environment focused on delivering exceptional HR services
• Ensure effective resource allocation, workload management, and budget management
• Conduct regular coaching, performance reviews and create professional development plans for team members

Strategic HR Business Partnership

• Thought Leadership: Understand strategic business objectives and advise business leaders on HR best practices such as talent management, employee engagement, performance optimization, succession planning and other HR functions.
• Organizational Effectiveness: Lend expertise and apply organizational design methodology and best practice to optimize organizational structures, operating models, business processes, functional alignment, etc. to align with business goals. Drive organizational efficiencies through strategic workforce planning.
• Leadership Development: Contribute to continuous improvement of organizational performance through the creation and execution of leadership development programs.
• Executive Coaching: Identify and address leadership competency gaps through mentoring, coaching and educating. Builds credibility and effective working relationships with executives supported, including coaching of leaders and providing tools to enhance leader’s impact on business.
• Employee Engagement: Leverage HR expertise in educating business leaders on culture and employee experience. Collaborate with business leaders to develop strategies to improve the employee experience.
• Insights to Action: Collaborate with the Analytics team to derive insights from data trends and metrics to inform key business decisions, establish critical operational baselines, and identify opportunities for organization improvement.

Talent Management

• Align talent management strategy with business requirements. Provide thought leadership to improve operations and overall business performance.
• Build strong talent pipelines via talent review / succession planning / workforce planning and strong partnership with Talent teams.
• Maintain continuity of leadership by overseeing and supporting leaders in identifying and developing high-potential employees who can transition into leadership roles.
• Develop the framework and tools for cultivating a High Performance Culture including guiding the implementation of performance management processes.

Policy & Compliance

• Ensure organizational compliance with federal, state, and local employment laws and regulations
• Direct the development, implementation, and maintenance of HR policies and procedures
• Oversee HR compliance and risk management related to employment practices
• Stay informed of legislative changes and emerging HR trends to anticipate impact on the organization

HR Operations

• Support Business Leaders and other stakeholders in the resolution of escalated, complex and sensitive employee relations issues. Support conducting confidential, comprehensive and objective investigations as appropriate.
• Coach and guide managers on effective people management strategies
• Oversee delivery of performance management program and provide guidance to business leaders.
• Oversee management of leave of absence program.
• Ensure that sales incentive plans and compensation strategies are reviewed, analyzed and meet the business units objectives.

Scope:

• Report directly to CHRO
• 4 direct reports and 3 indirect reports

Qualifications:

What You’ll Bring:

Education & Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s degree preferred)
• 15+ years of progressive HR experience, with at least 5 years in a leadership role
• Exposure to HR Strategic Project
• Demonstrated experience managing and developing HR teams
• Strong knowledge of employment laws, regulations, and HR best practices
• Excellent leadership, interpersonal, and conflict resolution skills
• Strategic mindset with proven ability to align HR initiatives with business objectives
• Exceptional communication skills, both written and verbal

• Experience with HRIS systems and HR analytics
• SHRM-SCP, SPHR, or equivalent professional certification preferred

Competencies:

• Ability to maintain confidentiality and exercise discretion
• Strong ethical standards and integrity
• Diplomatic approach to sensitive situations
• Change agent mindset with ability to drive organizational transformation
• Collaborative leadership style with ability to influence across all levels
• Resilience and adaptability in a dynamic business environment

Other Requirements:

• Occasional travel based on business needs estimated at less than 5% annually.
• Role is hybrid and based in Newark, NJ Headquarters.