Director - Human Resources Business Partner II (East Region)

Reworld Waste currently has an opening for Director, Human Resources. This important role provides strategic HR leadership and support for the East Region leaders and reports directly to the Vice President of Human Resources.

About Reworld

Reworld is a global leader in providing sustainable waste solutions. The company's modern facilities convert waste from municipalities and businesses into clean, renewable electricity. In addition, through a vast network of treatment and recycling facilities, Reworld specializes in waste to energy ("WTE"), a vital component of the modern waste stream that diverts waste from landfills and therefore avoids significant greenhouse gas emissions.

Annually, Reworld's modern facilities safely convert approximately 21 million tons of waste from municipalities and businesses into clean, renewable electricity to power one million homes and recycle 600,000 tons of metal. In order to provide broad-based and comprehensive solutions, the company, through its environmental services business, offers comprehensive industrial management services to companies seeking solutions to some of today's most complex environmental challenges.

Reworld's vision is to become a leader in sustainable materials management, circularity, and Zero-Waste-to-Landfill (ZWTL) solutions. Reworld will partner with municipal, industrial, and commercial customers to help them reduce the impact of their difficult-to-handle materials by moving them up the waste hierarchy, leveraging Reworld's unique ZWTL assets. Reworld's focus will be on developing an end-to-end platform to holistically meet our customers' needs, building deep and trusting relationships with our customers.

About the role

The specific responsibilities will include, but are not limited to:

• Lead key HR processes in the employee lifecycle including talent acquisition, assessment, development, and retention in partnership with the HR Centers of Excellence (COE) and business leadership.

• Role model safety leadership.

• Drive organizational effectiveness and change leadership to ensure the adoption of business processes and operating systems.

• Demonstrate an inclusive mindset and drive a culture of diversity, equity and inclusion (DEI); coach leaders to ensure we incorporate DEI across all talent practices.

• Ensure measurement of KPIs for business effectiveness.

• Implement an operating system that uses data as the primary source of information; review KPI performance at least monthly, analyze trends, lead PSR/PDCA programs to develop solutions, programs and policies to improve KPI performance. Partner with business groups and COEs to drive improvements.

• Create an environment of positive employee relations; balance business needs with employee needs, establish trust and credibility with employees and be seen as approachable and fair.

• Identify learning and development needs in Regions and identify/ recommend solutions as needed.

• Provide guidance and leadership on workforce planning and succession planning; ensure acquisition integration is well executed.

• Manage and resolve complex employee relations issues; ensuring team conducts effective, thorough, and objective investigations.

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.

Education and Work Experience

• Minimum of 7 years of HR experience

• Bachelor's Degree required

• Master's Degree strongly preferred

Ideal Experience

• Experience in fast-paced environment: Demonstrated success with creating a high-performing talent culture in a fast-paced environment. The successful candidate will be a process-oriented and visible leader who will drive progressive people strategies throughout the business.

• Progressive HR leadership experience in a manufacturing environment, including leading teams of HR leaders across unionized and non-unionized facilities, with a strong focus on supporting lean manufacturing initiatives, while driving workforce engagement and operational excellence.

• Process manufacturing experience: Experience leading human resources in an operations intensive business with a disciplined view on KPIs is essential. Ability to drive continuous improvement across the business to improve talent strategies including proven talent acquisition, assessment, development and attraction implementations.

• HR compliance and expertise: Strong working knowledge of multiple human resource disciplines including compensation practices, talent acquisition, employee relations, diversity, equity and inclusion, talent management, performance management, federal and state respective employment laws.

• Detail oriented: While it will be critical to be a strategic thought partner to the executive team, it is also imperative that candidate be able to "roll up their sleeves" when necessary and do a deep dive into people issues.

• Strong communicator: The successful candidate will be an excellent communicator with good listening skills and the ability to understand and distil complex matters and solutions.

• 7+ years of progressive human resources leadership roles.

Executing for Results

• Comfortable with ambiguity and uncertainty; the ability to adapt nimbly and lead others through complex situations.

• Experience working in a lean operating system environment.

• An intelligent risk-taker who seeks data and input from others to foresee possible threats or unintended circumstances from decisions.

• A leader who is viewed by others as having a high degree of integrity and forethought in his/her approach to making decisions; the ability to act in a transparent and consistent manner while always considering what is best for the organization.