at IDEX in Springfield, Illinois, United States
Job Description
If you’re looking for a special place to build or grow your career, you’ve found it. Whether you’re an experienced professional, a recent college graduate or somewhere in between, IDEX is a place where you can apply your existing skills and learn new ones in an environment where you can make an impact.
With interesting opportunities in engineering, marketing, sales, supply chain, operations, HR, finance, and more across more than 40 diverse businesses (https://www.idexcorp.com/our-businesses/business-segments/) around the globe, chances are, we have something special for you.
POSITION SUMMARY:
The Sr. Human Resources Manager reports to the Vice President of Human Resources, Scientific Fluidics & Optics, and has business partnership/client responsibility for the sales and marketing function for IDEX Health & Science as well as plays a role across SF&O for org and talent development efforts, global talent review, people leadership training development, and aspects of integration support as the organization continues to grow through acquisitions.
We need an HR leader who effectively telescopes between the strategic and the day to day tactical work of a true human resource practitioner/generalist. The Sr. HR Manager will partner with business leaders by providing leadership and consulting support on all matters related to people in linking business and tactical strategies to the human capital plans for their respective functions. This includes responsibility for building a High Performing Organization through Employee Engagement and Manager Effectiveness programs, talent management, succession, employee relations, organizational development, compensation, compliance, and employee retention and development.
ESSENTIAL DUTIES:
· Actively participate executing overall talent strategy to align with the business strategy for the IDEX Health & Science sales and marketing functions globally.
· Actively plan and participate in critical business processes including organizational planning and development; employee recruitment and retention; performance management; compensation structures; employee relations and culture building; benefit programs; training and professional development.
· Influence process improvements in such a manner that ensures cost-effectiveness, market competitiveness and internal equity among employees.
· Participates in change initiatives and implements specific HR strategies to achieve organization goals and objectives.
· Leads
