Director, Human Resources and Sourcing

Valcor specializes in the design and manufacture of Solenoid Valves and control components for liquids and gases in critical applications in the aerospace, nuclear, light industrial and scientific industries.

Valcor is one of the largest and most recognized suppliers of fluid control products in the aircraft, aerospace, and military fields. In fact, almost every airborne vehicle depends on Valcor in some way.

Valcor’s strength and reputation are the result of delivering high-quality, reliable fluid control products to customers with unique and hard-to-handle applications. Our heritage of more than six decades of technical innovation and reliable performance is evident in every valve we manufacture and supply to customers. Valcor’s professional production staffs take pride in applying their skills, with the latest technology and equipment, to create truly superior products.

Thus, the millions of diverse valves we’ve made have one basic thing in common: QUALITY.

Job Title Director, Human Resources and Sourcing
Location Springfield, NJ
Work Schedule 8:30am – 5:00pm, M-F, Overtime as Required
Reports to Vice President of Human Resources
Benefits Company Sponsored Medical, Dental, Vision, Life Insurance, Company Matching 401(k)
Compensation Compensation commensurate with experience/education
Summary

The HR Director manages staffing and other activities related to the Human Resources function for the company, reports to the Vice President of Human Resources; and assists and advises company managers about Human Resources issues. The Director performs staffing activities and the implementation of employee relations, policies, and programs directly and through Human Resources staff.

The HR Director originates and leads HR practices that provide an employee-oriented, high performance culture which emphasizes empowerment, quality, productivity standards and the attainment of corporate goals.

The HR Director facilitates the ongoing development of a top-quality workforce; by creating and implementing training programs and overseeing employee development for the organization.

Major areas directed/managed
  • Recruiting and staffing, employee orientation/on-boarding
  • Employment and regulatory compliance
  • Employee development, and training
  • Organization development
  • Employee and union relations
  • Performance management and improvement systems
  • HRIS, Payroll, compensation and benefits administration
  • Policy development and documentation
  • Company employee and community communications
  • Business Continuity Plan Administration
  • Employee safety, welfare, wellness and health; employee services and counseling
Essential Functions and Accountabilities Development of the Human Resources Department
  • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors HR administration to established standards and procedures; Identifies opportunities for improvement and resolves any discrepancies
  • Oversees and manages the work of reporting Human Resources staff (i.e., Human Resources Manager, Payroll Manager). Encourages ongoing development of the Human Resources staff
  • Develops and monitors an annual budget that includes Staffing activities, Human Resources services, employee recognition, sports teams support, charity giving, and administration
  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments
  • Leads the development of department goals, objectives, and systems
  • Establishes departmental measurements that support the accomplishment of the company’s strategic goals
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the company
  • Manages Human Resources Information Systems HRIS
Training and Development
  • Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs
  • Develops the corporate training budget and monitors spending
  • Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports
  • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs
  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on boarding, management development, production cross-training, and measuring of training impact
  • Assists managers with the selection and contracting of external training programs and consultants
Employment
  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce
  • Interviews management- and executive-level candidates; serves as interviewer for position finalists
  • Chairs employee selection committees or meetings
Employee/Union Relations
  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations
  • Partners with management to communicate Human Resources policies, procedures, programs and laws
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation
  • Conducts investigations when employee complaints or concerns are brought forth
  • Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees
  • Reviews, guides, and approves management recommendations for employment terminations
  • Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data
  • Reviews employee appeals through the company complaint procedure
Education and Other Requirements
  • BS/BA in Human Resources, Business or related field
  • Masters in Business or Human Resources or related field preferred
  • 7-10 years of progressively more responsible positions in human resources, in companies where engineering, technical, operations and management skills are critical, preferably in a similar industry
  • Experience in a union environment; acting as chief spokesperson and managing the contract negotiation process strongly preferred
  • Experience supervising and managing a professional staff
  • Ability to act as a “business partner” and trusted resource for Department Heads in the company’s key business areas
  • PHR/SPHR certification will receive consideration, but is not required