DIR. HUMAN RESOURCES

The Director, Human Resources, with limited supervision, is responsible for the development, coordination, interpretation and implementation of human resources policies, procedures, and practices for the GBU’s manufacturing operations. The incumbent will be required to partner with a variety of constituent groups to include, but not limited to manufacturing and commercial operations. The incumbent’s responsibilities include employment interviewing, policy interpretation and administration, employee relations, training, compensation review, organizational development, metrics tracking and other duties to ensure maximum effectiveness of the Human Resources function. The incumbent must be able to deal with a broad scope of interactions from Individual Contributor employee relations issues to providing consultative support to management. This position will also work closely with the Covidien Human Resource Centers of Excellence (COE) and Shared Services. ESSENTIAL DUTIES AND RESPONSIBILITIES:EMPLOYMENT•Working with the Talent Management COE as an organization development tool to consistently enhance the GBU capabilities and support the succession planning efforts throughout THG. •Ensures the efficient, timely, and cost effective recruitment of qualified candidates for approved positions, by establishing recruiting metrics and working as a team with the staffing COE.•Review employment process including tracking and filling open positions, developing and implementing recruitment strategies, making hiring recommendations, and act as a liaison between the segment management and the staffing COE. •Reviews, and approves job postings and as necessary employment advertising for opening positions per the Segment or Global Business Unit headcount plan.•Reviews, facilitates, and approves, as necessary transfers, promotions, exit interviews, and terminations.•Evaluates key hires, transfers and promotions via a robust interviewing and evaluation skill set.POLICY INTERPRETATION AND ADMINISTRATION•May review, develop and/or write local human resources policies.•Assures consistent and accurate policy interpretation interdepartmentally, within each client groups.•Audits policy compliance.•Assists client groups in required employee relations functions such as disciplinary procedures and appropriate corresponding paperwork/documentation.•Provides policy and procedure interpretation to those responsible for supervising others.•Ensures reinforcement of the company’s ethical standards in accordance with the Guide to Business Conduct.EMPLOYEE RELATIONS•Utilizes ER issues to diagnose and solve underlying HR issues throughout client groups and develops and implements strategies to address them.•Ensure that our COE functions provide policy and procedure explanation and employee benefits information to newly hired employees and current employees, as necessary.•Demonstrates and balances company and employee advocacy in dealings with client groups. •Communicates with employees as required in resolving conflicts and acting as a mediator in facilitating resolution.•Assists client groups in identification of aberrant behavior, Employee Assistance Plan (EAP) referrals, and other issues as required.ORGANIZATION DEVELOPMENT AND TRAINING•Continually scans the organization for opportunities to enhance management capabilities and acts as consultant to management in addressing opportunities for improvement and their root causes•Assists the client groups in identifying training needs and ensuring their timely and accurate completion.•Work with the OD COE to identify outside training providers.•Conducts training programs and/or coordinates with OD COE.•Assists client groups in assessing training effectiveness.COMPENSATION AND BENEFITS•Proactively identifies compensation inequities and works with Compensation COE to remedy per policy.•Assists the Compensation COE in administering the compensation and benefits changes associated with personnel transactions including merit increases, promotions, transfers, demotions, terminations, and leaves of absence. Ensures accuracy of human resource files and documentation.•Reviews performance appraisals of employees from client groups for consistency and ensures wage increases comply with current compensation practice.•Reviews job descriptions for positions within functional areas for consistency across company. Work with the Compensation COE to determine the need for new positions as necessary, working with other members of department to determine appropriate level. Ensures all administrative paperwork is complete for new and modified positions.OTHER DUTIES AND RESPONSIBILITIES:•Depending on constituent groups, may be required to considered global implications of actions.•Performs other duties and responsibilities as required.•Intermittent travel will be necessary to provide required support to client groups. PRINCIPAL WORKING RELATIONSHIPS:•Works closely with the Vice President, Human Resources and the client group functional leaders to balance priorities, provide appropriate service levels to the organization and to maintain consistency within all areas of the company.•Maintains close working relationships with other members of the human resources business partner staff, COE’s and Shared Sevices to assure effective Human resources function for the company.•Communicates with all employees regarding employee benefit questions, policy interpretation, and employee relations issues in order to provide the information necessary for problem resolution.•Fosters regular contact with Human Resources professionals and managers within other companies in order to promote synergy and to share information on experiences and problem resolution.•Works with assigned client groups in assessing needs such as training, education, staffing requirements, mediation, and interdepartmental facilitation in order to work toward common business goals.•May be required to provide technical assistance and day-to-day guidance to less senior members of the GBU HR team.Requirements: KNOWLEDGE, SKILL, AND ABILITY:•Ability to establish credible, consultancy-based relationships with the management structure within the segment and throughout Healthcare and the ability to understand the business, its drivers and other key issues so value-added HR solutions can be brought to the table.•Knowledge of appropriate legislation pertaining to employment, compensation and benefits and other related human resources functions.•Knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans and business practices and product information.•Coordination skill to operate personal computer keyboard in order to create reports, schedules, and appropriate documentation for other personnel functions.•Ability to verbally communicate with others in order to coach and lead. Ability to write reports in order to meet department objectives. Ability to read personnel files and interpret appropriate legislation and company policies. Ability to interface with all levels of the organization. Ability to integrate data from interviews in order to make appropriate employment decisions. Ability to coordinate multiple and changing priorities. Ability to make presentations to convey training or other critical Human Resource subject matter.EDUCATION:•Bachelor’s Degree in Human Resources or related field. Masters degree preferred.EXPERIENCE:•Minimum of 9 years experience in human resources, at least five of which need to be a generalist capacity in a manufacturing and/or commercial environment, preferably medical devices.To apply online, please use the following link: Apply To Covidien Click here to see all “Covidien� opportunities Visit our web site to learn more about Covidien EMAIL THIS JOB TO A FRIENDCOVIDIEN, COVIDIEN with Logo and "positive results for life" are trademarks of Covidien AG. ©2007 Covidien AG or its affiliate. All rights reserved.