Prepared by:


Dennis Dunlavey / Beth Tong-Miller




President / Managing Partner

Contact Information:


Office: 864.271.8877 / 440.239.5956




Mobile: 216.402.1747 / 216.406.2232




Email: dennis@westportintl .com / beth@westportintl. com




www.westportintl. com


www.tredegar. com



The Corporate Director of Human Resources is responsible for leading and coordinating the Company’s overall human resources function to maximize organizational effectiveness through the development, implementation and evaluation of human resources strategies, processes and systems which are aligned with and support the effective implementation of the business strategies and for developing the required capabilities and competencies of the human resources organization. The Director of Corporate Human Resources is also

responsible for developing and maintaining highly effective business relationships with Divisional and Corporate leaders.



Functional areas include human resources strategy, workforce planning and employment, human resources

development, employee and labor relations, total rewards and health and safety. This position reports directly to the CEO. The Director of Total Rewards reports directly to this position. The Division human resource leaders report directly to their respective business leaders and functionally to the Corporate Director of Human Resources.

.

Key Responsibilities and Accountabilities:



• In consultation with Division Presidents and Corporate leaders, develops a functional human resources capability that will consistently contribute to the ongoing improvement of organizational effectiveness. Leads the assessment and building of a sound, effective and lean human resources infrastructure. Establishes short and long-range department goals/objectives, procedures and human resources policies that support business objectives.

• Working in close collaboration with Division human resources leadership, provides guidance and ensures the appropriate components for an effective overall human resources strategic planning and talent management processes are in place in all divisions and areas of the business.



• In collaboration with Division human resource and business leadership, recommends organizational structures and staffing levels that are aligned to accomplish company goals and objectives.



• Assesses the company culture(s) and provides recommendations for strategies that will drive and facilitate change.



• Drives the implementation of best practice initiatives to ensure continuous improvement.



• Develops and leads initiatives to promote diversification of the work force.



• Directs the assessment, definition, design and management of strategic total reward systems that support the desired culture(s) and are aligned with business strategies including cost containment requirements.



• Develops and manages an effective executive compensation process including development of all related Board materials.



• Leads the development of strategic recruitment and selection programs to meet short and long-term leadership and technical requirements in support of strategic business plans.



• Acts as an effective human resource consultant (both administrative and cultural aspects) for potential acquisitions, reorganizations or divestitures.



• Leads the human resources team in the development, implementation, and management of highly effective processes, policies and programs covering employment, placement, orientation, onboarding and training,

employee/labor relations, compensation/ benefits and organization development. .





CANDIDATE EXPERIENCE



Candidate Profile:



• Bachelor’s degree in Human Resources or related discipline required. MBA (or equivalent) SPHR, GPHR preferred.



• 15+ years human resources management and senior leadership experience, with significant portion of experience acquired in highly progressive multinational industrial organizations



• Compliance experience with compensation regulations and procedures governing public companies



• Demonstrated superior skills in all human resources functional areas including: human resources strategy, workforce planning and employment, human resources development, employee and labor relations, total rewards and health and safety



• Demonstrated competence in leading through influence and being a mentor/advisor



• Practical, results-oriented team builder with superior analytical, process project management, and problem-solving skills



• Highly regarded for integrity, ethics, flexibility, teamwork, professional excellence and multi-cultural interpersonal and business skills




Organizational effectiveness. Being effective in a role that requires the input, support and ultimately the successful execution of many other parts of the company requires extraordinary levels of persuasion, influencing and presentation skills on the part of its leader. The successful candidate should be comfortable measuring his/her impact on the business.

Horizontal Leadership skills. The person must be able to establish rapport, value and respect within a fast paced environment. He/she must sell ideas and influence directly and indirectly. Ideal personal characteristics include: challenging colleagues constructively; stimulating the thinking of others; team oriented and a decision-maker; initiating and leading change; and knowing how and when to teach.

Interpersonal skills. The individual must be able to establish and build close working relationships within the company. Strong personal credibility and communication skills are vital, accomplished in individual, group, business and social settings. The successful candidate must be comfortable and capable in a variety of cultures.

Communication Style. The successful candidate's communication style should be diplomatic and direct, but not confrontational. He or she must be able to articulate clear, strategic, tangible goals for the organization, negotiate agreements where each party benefits, and deliver an honest assessment of the level of achievement of those goals.

Personal Characteristics. The successful candidate should be a self motivated, results oriented team player who leads by example, holds him or herself accountable for performance, takes absolute ownership, and champions all aspects of the program. The successful candidate will reject setbacks and will enthusiastically persist until ambitious goals are achieved, both personally and from a team perspective. The successful candidate will possess a high energy level that allows them to react to situations quickly and decisively, possessing self-confidence to be assertive when taking a position, not being afraid to make decisions.

Management Style. The style of management is deeply rooted in the team approach. To complement the management team, an individual must be able to blend their individual successes into that of the entire team. A continued collaborative open line of communication via cross-functional teams and calculated risk taking is encouraged. The team is focused on quality, providing real value to the customers it serves. The company's communication style is open and interdepartmental interface is highly encouraged.