Executive Director, HR

General Dynamics Ordnance and Tactical Systems (OTS) is a global leader in the design, engineering and production of munitions, energetics, weapons, armaments, and missile subsystems around the world. OTS empowers the U.S. military and its allies with an extensive range of overarching product segments applied across all levels of strategic and tactical operations, providing a cutting-edge advantage to our warfighters. Our Ethos of Honesty, Trust, Transparency, and Alignment, are the guiding principles that form the foundation of everything we do. Integrity is paramount, innovation fuels our passion, customer satisfaction is at the core of our mission, and collaboration is key to our success - fostering a culture of teamwork and mutual respect among employees, partners, and stakeholders. Whether you're just starting out on your career journey or are an experienced professional, we offer a robust total rewards package that goes above and beyond with compensation; healthcare, wellness, retirement, and work/life benefits that include career development and recognition programs. If who we are and what we do resonates with you, we invite you to join our high-performance team!

Our Executive Director, HR supports the Senior Vice President/General Manager of a Strategic Business Unit and the Senior Vice President of Human Resources and Administration in meeting both corporate and division business objectives. Anticipates and plans for long-term human resource needs and trends in partnership with business management. Develops policy and directs the Human Resources activities and staff involved with developing and maintaining human resources procedures, programs and policies relating to all phases of the human resources functions such as employment, compensation, labor relations, benefits, training, and employee services.

Plans and directs human resources policies, objectives, and initiatives for a strategic business unit within the organization.

• Implements end-to-end human resources function to deliver talent acquisition, training, compensation, benefits, labor relations, and employee support services.

• Partners with leadership across the organization to provide human resources programs aligned with the organization's operational objectives, mission, and values.

• Builds and develops the teams and technology resources to facilitate regulatory compliance, recordkeeping, transaction processing, and analysis of workforce metrics.

• Identifies and explores trends in human resources to enhance the employee experience, meet evolving organizational needs and create innovative programs.

• Leads and directs the work of other employees and has responsibility for personnel actions including hiring, performance management, and termination with concurrence from HR & Senior Leadership.

Impact of the Role

General Profile

• Consistent exercise of discretion & judgment

• Provides leadership and direction through senior managers

• Must have at least one senior manager level direct report

• Is accountable for the performance and results of a major part of the organization (organization function or significant operational segment within a business unit, or an enterprise-wide organization sub-function)

• Develops and executes strategy to achieve key business objectives

• Decisions are guided by company and functional strategy and objectives

• Required education and experience: Associate's Degree and 12-15 years' experience or Equivalent Combination of Relevant Education &/or Experience
• Critical professional related technical skills: Proficient in MS Office (Excel, Word, PowerPoint).

Preferred Qualifications

• Preferred education and experience: Bachelor's Degree
• Discipline/Major: Business, Human Resources or relevant degree preferred
• Ceritfications: SHRM-SCP or SPHR
• Knowledge, skills & abilities: Oral and Written Communication Skills. Leadership Skills. Compensation & Benefits. Business Acumen. Employee Relations. HR Policy Administration. HR Regulatory Environment & Compliance. Onboarding. Organizational Change Management. Organizational Development (OD). Performance Management Programs. Succession Planning. Workforce Planning. Organizational Goal Setting. HR Policy Development. HR Risk Management. Human Resource Management Systems (HRMS).

Physical Demands:

• Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.
• Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

Travel:

• 25-50% travel likely.

The above statements describe the general nature and level of work only. The statements do not represent an exhaustive list of required responsibilities and skills. Other duties may be added or this job description may be amended at any time. This job description does not alter an employee's at-will employment status or create an employment agreement or contract, implied or otherwise.