 We have an opportunity for a commercially minded, autonomous and people orientated leader to join the Senior Leadership Team at the Smiths Interconnect Inc. site in Tampa, Florida. We need a technically strong and proficient individual comfortable in all areas of the scope including M&A and change. The individuals reporting into this role are strong and consists of SME’s, and so the ability to collaborate, lead through ambiguity, influence effectively, demonstrate deep emotional intelligence and resilience, act with pragmatism and hold a desire to be part of a world class team in Tampa are the top priorities in this search. Experience within the defense, manufacturing and engineering industry a bonus but not essential.The role reports to the President and will be based in the Tampa office. This is a highly visible position, and the ideal candidate would have highly developed influencing and relationship building skills to build collaborative and effective relationships and solutions. The position has responsibility for employee health and safety, security as a government supplier, and plays a key role in leading the delivery of key HR functional programs like employee engagement, succession planning, talent acquisition, compensation, health and wellness, performance management, and training and development. This role would also act as a trusted advisor to the Senior Leadership Team and coaching skills therefore highly regarded.We believe the individual would thrive with the following responsibilities:Define and deliver the site HR strategy and policies: lead and drive the delivery of the site people strategy and change projects to ensure compliance, alignment and in support of the business’s strategic agenda. Lead initiatives and engage employees during the transitions to help the change stick.Site security: facilitate the implementation and sustainment of a compliant industrial security program that enables the business while complying with Government regulations, and work closely with leadership to make critical security decisions that will prevent unauthorized access to company facilities and information.EHS agenda: provide leadership oversight to the HSE team to facilitate the implementation and advancement of the Company’s environmental, health and safety maturity models, supporting leadership in developing and maintaining the organization’s ISO management systems and ensure the overall safety culture and employee engagement.Workforce and strategic capability planning: support the implementation of optimal workforce plans focused on key strategic capabilities required to drive the business.Succession planning and talent management: define and execute talent strategies focused on attracting, developing and retaining a strong, diverse talent pipeline at all levels and across all functions, especially within the innovation and technology space – including early careers.Organizational design and development: identify and improve how an organization channels resources, defines structure, jobs and work processes, motivates performance and shapes the patterns of informal interactions and relationships as a key enabler of business strategy.Talent acquisition: in close coordination with the in-house team, develop and implement against demand, filling key roles and developing attraction and talent pool strategies. Oversee the recruitment process for key positions ensuring we onboard top talent and promote internal mobility.Performance management: drive the performance management culture and process in each local country ensuring goals are set, monitored and achieved in line with expectations. Promote an approach to continuous improvement and mindset.Reward and retention strategy: ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business’ broader workforce plan.Employee relations and engagement: foster a transparent and consistent approach which align to our values which adhering to local legislation. Provide guidance on complex employee relation issues. Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated.People data and analytics: use relevant data to diagnose and take decisions relevant to your workforce and population based on the insights, patterns and trends.Leading cultural development: coach and influence leaders to execute engagement strategies tied to business and cultural priorities. Develop leaders’ capability to understand how they impact and shift the culture.The role has budget responsibility and will own and be accountable for this through each financial year.
