Job Abstract

The HR Director is responsible for leading, developing, and implementing human resources strategies and programs for their assigned business areas.  This position is an integral part of the business and collaborates with all assigned business departments and corporate management in the development and implementation of HR and business programs and practices. Key HR responsibilities include strategic HR planning, leading HR teams, leading projects, leading HR programs, Talent Management and Talent Acquisition strategy, Training & Development, Leadership Development & Coaching, Performance Management, Organizational Design & Organizational Effectiveness, Total Rewards, Associate Relations, Associate Engagement, and Communications.  

• Lead the HR team and HR function for designated businesses and client groups.  Contribute to the year objectives and strategies for each fiscal year, contribute and ensure deployment of HR programs used managers and associates.
• Contribute to the Healthcare HR yearly strategy and connecting it to the global HR strategies.  Work to develop HR team to deliver HR capability back to the HR function and to the business.  Provide guidance to management to align the business to effectively achieve strategic and operating goals.  Provide guidance and input on organizational changes and establish communication plans. 
• Lead attraction and acquisition projects in partnership with Talent Acquisition team that ensure the acquisition of qualified candidates required to meet and exceed business requirements.  Lead teams that are focus on staffing projects and ensuring workforce planning and management to meet business objectives. Identify training requirements and provide tools and training to enhance hiring manager's skill set in the recruitment and assessment process.  Identify and prioritize training needs with a focus leadership development. Develop a short and long-term formalized training strategy based on business requirements.  Partner with the corporate learning and development teams as well as HR Partner team to provide content and conduct training sessions to fill development needs.
• Partner with business managers to assess current employees, define future needs, and create meaningful developmental plans to prepare top performers for future career steps.
• Coach and guide managers in the development and delivery of an effective performance management system in support of developing a high-performance team. Ensure proper implementation and follow up is provided to encourage development of top performing, promotable employees as well as coach deficient performance when required.  Work with managers to identify skill gaps and areas for improvement and provide guidance on the year-end and mid-year review process.
• Participate in the design, development, communication, implementation, and measurement of total rewards programs for business areas. In addition, provide input to the corporate compensation team regarding job evaluations, grades, and rationale for organizational changes/moves.
• Promote and maintain a positive employee relations climate. Foster and instill a climate of fairness in the workplace, ensuring equitable treatment of employees. Provide ongoing feedback, support, and coaching in how to address employee issues and concerns effectively and proactively. Provide training and guidance to management in handling difficult employee issues.  Monitor and report turnover rates and recommend appropriate actions to correct unfavorable trends. Review, investigate, and respond to ethics reports.
• Human Resources Administration - Ensure the development, documentation, and maintenance of appropriate processes, procedures, and systems to ensure HR programs and practices are operating effectively, efficiently, and consistently maintained across the businesses.
• Travel required <15% of year.

• Bachelor's Degree is required 
• Master Degree Preferred
• Human Resources certifications are preferred
   

• A minimum of 10 years of experience in progressive Human Resources Management positions providing direct support to the head of a business unit is required.
• Experience working with commercial and operations teams in multiple locations throughout North America and collaborating with distributed teams is required.

• Global HR experience
• Experience in building HR strategies that align to growing businesses that put their Customer first. 
• Strong HR leadership and technical skills, with demonstrated business partnership experience in supporting integrations, growth, and business development. 

The opportunity to join a company that will invest in you for the long-term. STERIS couldn’t be where it is today without our incredible people. That’s why we share in our success together by rewarding you for your hard work. Hiring people who are in it for the long run with STERIS is our ultimate goal. We do this by providing competitive salaries, healthcare benefits, tuition assistance, paid-time off, holidays, matching 401(k), annual merit, and incentive plans. Join us and help write our next chapter.    
 

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