Global Human Resources Director

Dover is a diversified global manufacturer with annual revenue of over $8 billion. We deliver innovative equipment and components, specialty systems, consumable supplies, software and digital solutions, and support services through five operating segments: Engineered Products, Clean Energy & Fueling, Imaging & Identification, Pumps & Process Solutions and Climate & Sustainable Technologies. 

Dover combines global scale with operational agility to lead the markets we serve. Recognized for our entrepreneurial approach for over 60 years, our team of approximately 24,000 employees takes an ownership mindset, collaborating with customers to redefine what's possible. 

Headquartered in Downers Grove, Illinois, Dover trades on the New York Stock Exchange under "DOV." Additional information is available at dovercorporation.com. 

Position Summary:
The Global HR Director provides Human Resources leadership and develops and communicates the strategic direction for human capital initiatives. Reporting to the Segment Vice President of HR, this role will act as a strategic HR partner for all corporate client group – Operations, Finance, Digital/IT, Legal, and HR, working directly with key leaders to support their departmental strategy in all aspects of HR. The global Human Resources Director will partner with a variety of HR Centers of Excellent (COEs), such as Talent Acquisition/Development, Benefits, Compensation, HR Communications, and the HR Project Management Office to support their respective client groups. 

The Human Resources Director will also partner with the VP/GMs of the business units, and the CHRO to drive proactive, strategic, forward-thinking HR solutions to drive business growth globally. 
 
Job Responsibilities:
•    Support the development and execution of corporate strategies, initiatives, and services to support the business strategic goal deployment (SGD) and annual operations plan (AOP) objectives in the various areas of talent acquisition, performance management, learning and skills development, compensation and organizational development.
•    Provide dedicated guidance and coaching to multiple senior leaders and employees within a complex business environment.
•    Provide dedicated guidance and coaching with specific focus on employee advocacy/engagement, HR fundamentals and process training, employee relations management, performance management, career development, talent assessment, acquisition and retention and workplace investigations as appropriate.
•    Support M&A activities in a high growth environment.
•    Pro-actively deliver compensation, organizational design and strategies for workforce planning, deployment and retention, in order to address current and future expansion needs of the business, whilst simultaneously ensuring a diverse and globally oriented workforce.
•    Drive the implementation and deployment of effective corporate HR procedures, policies, systems, standards and infrastructures, to ensure a systematic and integrated approach to HR solutions globally.
•    Implements consistent, aligned staffing process and plans workforce bench and skill sets required and drives effective and efficient utilization of talent.
•    Leads diversity initiatives and coaches’ leadership on how to leverage talent and teams across the organization.
•    Understands and articulates key labor issues and employment law within and across countries/states. Recommends actions/changes required to meet business results/strategies.
•    Champion a culture of growth within a heavily matrixed organization, conduct organizational assessments and upgrade talent through strategic staffing and talent 'pipeline' development.
•    Lead and develop effective succession planning, retention, performance management, communication, employee satisfaction and employee development initiatives.
•    Ensures compliance with all legal requirements.
 
Qualifications/Requirements:
•    Bachelor's degree (B. A.) in business, labor relations, organizational development or other similar discipline.
•    Master’s degree preferred.
•    10+ years of experience in Human Resources in progressive levels of management and strategy.
•    Ability to travel up to 20%
 
Desired Characteristics, Competence and capabilities:
•    Demonstrated ability to operate across different countries and build relationships with internal and external customers from different cultural backgrounds.
•    A strong bias for action, a keen sense of urgency and the ability to drive results in a matrixed organizational environment.
•    Prior experience in a public company.
•    Demonstrated experience in making strategic HR decisions, assessing leadership talent and effectively interfacing with high-level business and operations leaders.
•    Pro-actively set up strategies with solid knowledge of, and experience in, EMEA employment laws and regulations.
•    Self-motivation and strong interpersonal/communication/influential skills with an emphasis on relationship/team/partnership building.
•    Decisive and assertive with the ability to provide flexible, creative solutions in a complex environment.
•    Customer-focused mindset with proven ability to respond quickly to customer needs.
•    Proven experience building and transforming an organization and culture; Strong advocate and leader of change.
•    Outstanding communication, coaching, influencing and interpersonal skills with the ability to work effectively with people at all levels of the organization.
•    Ability to work in a collaborative manner.
•    Able to energize and inspire others to commit to and act on business priorities, especially when driving changes.
•    Strong analytical and problem-solving skills; ability to quickly assess situations and make judgments based on practice or previous experience.
•    Ability to work in changing environments, see through complexity and strategically promote an inclusive / diverse workforce.
•    Passion for innovative HR solutions and process improvement.
•    Strong understanding of the application of local labor laws and government requirements.

Work Arrangement: Hybrid  
 

We consider several job-related, non-discriminatory factors when determining the pay rate for a position, including, but not limited to, the position’s responsibilities, a candidate’s work experience, a candidate’s education/training, the position’s location, and the key skills needed for the position.  Pay is one of the Total Rewards that we provide to compensate and recognize employees for their work.

All qualified applicants will receive consideration for employment without discrimination based on race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other factors prohibited by law.

Job Function: