PHI, Inc.
  • - Human Resources
  • Lafayette, LA, USA
  • Regular Payscale Applies
  • Salary
  • Full Time
  • Medical, Dental, Vision, STD, LTD, Life Insurance, 401(k) and More

POSITION OVERVIEW:

The HR Director is overall responsible for leading the HR function for the assigned business.  This position will report functionally to the CAO and operationally to the business unit leader.  This position is responsible for developing and implementing the HR strategy for the assigned business.  This position will also participate in developing and interpreting HR policy.  To be successful in this role will require significant business related experience, strong ability to influence business leaders and HR leaders, as well as excellent change management and implementation planning skills.

ESSENTIAL DUTIES & ACCOUNTABILITIES:

1) Strategy

  • Develops and implements the Oil & Gas HR priorities in alignment with the business leaders and corporate HR priorities. 
  • Appropriately focuses the Oil & Gas HR team to enable the business to achieve top-level performance in all areas.

2) Organization Design / Development / Effectiveness

  • Partners with the business leaders to continuously improve the effectiveness of the business segment through organizational design & structure improvements.
  • Coordinates, manages and drives leadership changes and coaches new leaders for success.
  • Works closely with senior business leaders to develop and implement a strategically focused HR plan for the Oil & Gas organization that reduces overall costs and improves manager accountability.

3) Compensation

  • Collaborates with the internal compensation department to ensure that employees are compensated competitively and appropriately, according to local market and industry best practices. 
  • Maintains alignment with the corporate compensation philosophy and structures. 
  • Ensures the compensation and rewards programs successfully attract, retain and motivate Oil & Gas employees

4) Leadership & Employee Development

  • Ensures that managers throughout the organization have employee learning & development as an ongoing priority. 
  • Creates an environment where Business Managers and Leaders understand and reinforce the link between business performance and employee learning that delivers improved overall business performance. 
  • Implements and drives a performance management culture within the Oil & Gas organization.
  • Ensures the Talent Management process is implemented, alive and delivers improved business performance, business continuity, and improved Leadership depth.
  • Quickly addresses poor and marginal performance issues with employees and management.
  • Ensures development and career progression planning for employees with ambition and potential to grow.

5) Staffing

  • Ensures that the business is resourced optimally; takes actions to increase, decrease or reshape the workforce, in order to achieve business budgets, expansions, retractions  and long-range forecasts.
  • Creates and enforces a disciplined Staffing approvals process.      
  • Challenges business managers and leaders to 'think differently' about staffing needs, in order to ensure that labor costs are optimal and deliver maximum business success.

6) Employee Communications

  • Ensures that internal communications deliver timely and appropriate business and functional (HR) information.
  • Ensures that employee communications outline and address key business issues and drivers

7) HR Organization

  • Ensures that the internal Oil & Gas HR team are fully aware of the business priorities and challenges as well as the corporate HR priorities and challenges.
  • Develops and manages a team of direct and indirect reports. Ensures that the right HR people are in the right places, and taking necessary actions as required to deliver strong HR team performance.

8) Labor

  • Ensures compliance with green book for represented employees.
  • Maintains accurate records or Labor related matters.
  • Facilitates matters concerning the expired CBA and the System Board of Adjustment.

9) Administration

  • Assures compliance with the FAA/DOT Drug and Alcohol program requirements
  • Manages a department budget, approves invoices associated with the HR Department
  • Ensures compliance with new hire documentation and back-ground screening in compliance with FAA requirements

 ADDITIONAL SKILLS & COMPETENCIES:

  • Strong level of Business Acumen – understand what makes a business successful, and the interconnections of functions across the organization.
  • Ability to influence business leaders with business and HR knowledge
  • High level of both written and verbal Communication Skills, capable of adapting style and tone according to the situation and audience
  • Able to manage and implement large, complex projects
  • Able to deal with ambiguity, finalize conclusions and set a clear path forward
  • Highly Customer Focused approach, demonstrates success through a 'Voice of the Customer' approach on a daily basis
  • Highly self-aware, recognizes the impact of approach and behaviors on peers, direct reports, customers and other internal and external stakeholders
  • An excellent manager of people, skilled in motivation and development of a team (direct and indirect reports)
  • Demonstrates a high level of personal integrity
  • Creates metrics and KPI's and monitors the effectiveness of HR programs
  • Ability to organize data and analysis into summarized recommendations
  • A good judge of talent
  • Strong team player

QUALIFICATIONS/EXPERIENCE:

  • Bachelor's degree and at least ten years of experience in a human resources leadership role.
  • Thorough knowledge of equal employment opportunity laws, ADA, and other government compliance
  • Organized Labor Relations experience required
  • Ability to maintain confidentiality.
  • Master's Degree and/or SPHR preferred

ORGANIZATIONAL CORE COMPETENCIES:

1) Safety - Taking responsibility to put the tools and processes in place that will ensure your own safety and the safety of those around you. The key components of Safety are:  System (SMS), Risk Management, Safety Assurance, Personal Responsibility, Discipline, Compliance (Integrity), and Capacity for Collective Action.

2) Quality - Meeting the customers' needs and conditions for success over the long term and to the greatest extent possible. The key components of Quality are:  Leadership Position, Technology, Technical Proficiency, Measurement and Accountability, and Innovation.

3) Efficiency - Ability to maximize the benefits and profits, while minimizing effort and expenditure. The key components of Efficiency are:  Process Efficiency, Organizational Efficiency, Resource Allocation & Maximization, Measurement and Accountability, and Organizational Transparency

4) Customer Service - Anticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement. The key components of Customer Service are:  Communication, Consistency, Accessibility, Reliability, and Maintaining an Honest, Respectful and Professional Relationship.

 

DISCLAIMER: The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

PHI, Inc. is an equal opportunity employer.




This position has been closed and is no longer available.
PHI, Inc.

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