• Senior Director, Human Resources

    Job Location US-IL-Chicago
    Type
    Regular Full-Time
  • Overview

    ITS ConGlobal is the industry-leading provider of intermodal rail terminal services, auto loading and unloading and container depot services. We take pride in consistently delivering superior and reliable service, a broad scope of services and an exemplary safety record. With the acquisition of American Auto Works in 2011 and ConGlobal Industries in 2013, ITS has expanded its service offerings and client base to create a company uniquely positioned to capitalize on the growth expected in the intermodal, automotive and global shipping segments. ITS operates at over 90 facilities with roughly 3,100 employees. We hold long-standing relationships with all major North American railroads, including BNSF, CN, CSX, KCS, KCSM, NS, Triple Crown and UP.

     

    The Sr. Director – Human Resources will lead the HR function for the Intermodal Rail business, which is the largest division of ITS ConGlobal with over 2,000 employees.  This position plays a key role in developing and driving a talent agenda that aligns with key business priorities. As a strategic business partner to the Sr. Vice President – Intermodal Rail, as well as to the division leadership team, s/he will provide consultation and human resources expertise on issues and matters relating to talent acquisition, performance management, employee engagement, conflict resolution, labor relations, and compensation administration.  The Sr. Director – Human Resources plays a critical role as coach and advisor to business leaders regarding our people strategy in a fast paced, labor intensive organization.

    Responsibilities

    • Partner with the SVP – Intermodal Rail (and the Company Chief Operating Officer, where appropriate) to deliver seamless HR services, driving both strategic and tactical initiatives in key functional areas, such as talent acquisition, organization development, and leadership effectiveness.
    • Lead a team of 4 senior Sr. HR Managers (Business Partners) nationally in managing complex employee relations matters, ensuring that issues are dealt with in a fair and expedient manner. Provide thoughtful leadership, coaching, and counsel to the team, ensuring the flawless execution of day-to-day transactional responsibilities.
    • Partner with the Talent Acquisition Center of Excellence to ensure the effective and diligent staffing of the Rail business. Build a strong talent pipeline of Field managers, while ensuring a fully staffed frontline workforce to meet the evolving needs of the organization.
    • Identify top talent within the business unit and ensure that proper individual development and succession plans drive career development within the organization.
    • Focus on building a strong bench of leaders, including the support and delivery of the Leadership Development Program.
    • Partner with the Total Rewards Center of Excellence to effectively administer relevant merit and rewards programs. Support and facilitate the annual performance and salary review process, as well as the variable pay programs within the business.        
    • Provide strategic direction and coach/counsel to field HR leads in developing the annual wage recommendations for assigned facilities. Counsel and assist HRBPs on salary administration in coordination with the Total Rewards COE.
    • Partner with Director of Labor Relations to develop and execute negotiating strategy at each union location. Participate in labor contract negotiations, where appropriate.
    • Participate in disciplinary procedures review for operations client group to ensure legal compliance and company policies and procedures. Counsel and coach managers/supervisors on corrective action.
    • Foster a climate of strong accountability, responsibility, ownership and results orientation.
    • Assess, develop and implement organizational design and structure improvements that support the business strategy by ensuring roles and responsibilities of the operations team are clear and well-defined.
    • Actively participate in business and HR staff meetings, providing relevant HR updates, recommendations and insights into the business.

      Professional Experience

     

    • Previous experience managing change and uncertainty with an organization, while showing the ability to anticipate and respond to future changes and opportunities.
    • High energy level and a positive attitude. Comfortable performing multi-faceted projects in conjunction with day-to-day tactical activities.
    • Demonstrated competence in broad fields of human resources including organization design, change management, talent acquisition, employee engagement and relations, talent and organization development, performance management, compensation and benefits.
    • Proven ability to engage and interact with a frontline workforce within a Union and Non-Union environment.
    • Experience working with Union representatives and facilitating the resolution of labor disputes.
    • Ability to communicate and act with a high level of passion and enthusiasm, and be energized by the opportunity to drive HR programs.
    • Proven project and time management skills with ability to thrive in a fast-paced environment and handle multiple tasks simultaneously
    • Strong business acumen and analytical ability
    • Ability to prioritize competing demands and objectives using sound judgment and ability to balance other business considerations. Service orientation, but assertive/persuasive when required.
    • Demonstrated success as a “player-coach” who is an effective leader with strong communication skills. Holds people accountable and gives useful feedback; delegates and develops.

    Qualifications

    • Bachelor’s degree; Master’s degree preferred
    • Minimum of 10-12 years of human resources experience with substantial expertise in a generalist and business partner capacity
    • Minimum of 5 years of experience leading a team of generalists
    • Minimum of 3 years of labor relations experience
    • Ability to travel at least 40%

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