Human Resources Business Partner - CLA (CliftonLarsonAllen) : Job Details

Company/Role Overview:

CliftonLarsonAllen (CLA) Search has been retained by Airmar Technology Corporation to identify a HR Business Partner to serve their team. The HR Business Partner will be an experienced, motivated and energetic leader and manager with a strong technical background. This senior leadership role will partner with operations, finance, sales, and marketing while reporting directly to the General Manager.

Headquartered in Milford, NH, Airmar Technology Corporation has a longstanding history of developing innovative sensor technologies with the result that their products are unsurpassed in design, quality and performance. Since 1982, Airmar's initial focus was on the recreational marine industry but has evolved to become the premier supplier of ultrasonic transducers and sensors to OEMs worldwide for use on land, sea, and air. The organization has a strong upstanding reputation within their industry which originates from their deep commitment to innovative technology, value and outstanding service. It's that commitment that has enabled Airmar Technology Corporation to exceed expectations and provide the best service.

To learn more, click here:

What You'll Do:

• Develop and execute global HR strategies aligned with business objectives across diverse geographic locations.
• Align talent acquisition strategies with General Managers to deliver the forecasted headcount plans of each of the groups.
• Function as trusted advisor and provide expert coaching to the leadership teams.
• In collaboration with the senior managers, lead strategy and direct execution for recurring HR processes, including compensation and equity, succession planning, talent management and workforce planning.
• Identify and advise on opportunities, risks and trends related to domestic and international expansion when applicable.
• Lead and manage organizational change initiatives, ensuring alignment with business goals and employee engagement.
• Responsible and accountable for all Human Resources functions, including, but not limited to staffing, employee relations, organizational effectiveness, and leadership support and development.
• Oversee workforce planning and talent management processes to identify and address competency, knowledge, and talent gaps. Areas of emphasis include staffing, talent development and succession planning programs to ensure the organization is prepared to meet short- and long-term goals.
• Oversight of employee relations issues. Conduct effective, thorough, and objective investigations. Provide consultation to managers with respect to performance management, employee development, disciplinary actions, etc.
• Ensure and maintain compliance with federal and state regulations and employment practices in all offices.
• Responsible for compensation administration and performance appraisal process, ensuring timely adherence and review for appropriateness and completeness.

What You'll Need:

• Bachelor's degree in human resources, organizational development, or business administration
• Minimum 10-15+ years of experience as a strategic HR Business Partner in a global organization
• Must be able to travel domestically and internationally as required.
• Experience supporting senior executive team across multiple companies.
• Experience in strategic planning, organizational design, management of HR teams, relationship building across multiple offices.
• Strong business acumen and the ability to align HR strategies with financial goals and long-term company goals.
• Deep knowledge of HR functions: employee relations, global compensation, benefits, payroll, auditing, global laws based on country.
• Experience in managing complex employee relations issues globally, promoting a positive work environment and minimizing legal risks.
• Effective communication and people skills, focusing on influence, impact, transparency, collaboration, and cross-cultural awareness.
• Strong project management skills and ability to manage complex projects with multiple stake holders.
• Sense of urgency and ability to prioritize.
• Ability to work effectively across cultures, organizational levels, and functions.
• Consensus building leadership; values the ideas and opinions of others and collects their input as part of decision-making.
• Must be self-directed and able to work independently as well as in a team environment.