HR Director

TEN-E Company Overview

In 1980 the founder of TEN-E Packaging Services, Inc. anticipated changes coming to governmental standards on the requirements for transporting hazardous material packages related to the chemical industry. In 1989 Robert Ten Eyck started his package testing laboratory business with colleague Pat Garin. A year later Larry Anderson joined the team. All three had previously worked together in the package engineering group at a fortune 500 company. The business started with rental space in Eagan, MN with revenue of $300,000 the first year. After 35 years in business, the company owns and operates testing laboratories in three locations; Newport MN, Ontario CA, and High Point NC with annual revenue of $8-10 million. The current team of just over 50 employees conducts package and product tests for the chemical, medical, pharmaceutical, food and beverage, cosmetic and electronic industries. TEN-E not only tests for companies in the US but also has several international customers. Companies that want to ship their products from Point A to Point B without damage simulate that process at TEN-E and solve issues early.

In 2009 the partners started an ESOP (Employee Stock Option Plan) and sold 1/3 of the business to the employees as pension contributions. In 2021 the last 2/3 of the stock was sold and the company is now 100% owned by the employees. The founding partners knew what an effective team they had built and what better way to continue the prosperity of the business than to leave it in the capable hands of the employees.

As a small company, HR is currently being handled by the CFO. With anticipated expansion, these responsibilities are being separated and TEN-E is looking to hire an HR Director to bring a greater emphasis to succession planning, leadership growth and overall structure of the company. The Director of HR will report directly to the President and be part of the senior management team.

This is an exciting opportunity for an HR professional to develop a human resource department along with training and OD programs to enable with the continued growth of the company.

HR DIRECTOR

This position reports to the President and CEO and is responsible for the development of human resource strategies, effective implementation, oversight and improvement of company employment policies and procedures, talent acquisition, performance and talent management, leadership development, data management, total rewards (compensation & benefits), diversity, equity, and inclusion, employee engagement and maintains practices which protect the interests of the organization and provide positive employer-employee relationships and morale.

MAJOR DUTIES AND RESPONSIBILITIES:

1. Develop and execute talent acquisition and retention strategies or goals to support near and long term talent needs.
2. Create and maintain succession and top talent evaluation processes to bring visibility to organization’s strengths, deficits and plans for filling gaps.
3. In partnership with leadership, evaluate progress in leadership development capabilities; provide recommendations and implement programs; review organizational structure for on-going support of the company’s strategies & leadership capabilities.
4. Develop and provide training experiences to supervisors, leaders and all employees, building capabilities for the talent pipeline.
5. Implement onboarding practices to provide support to new employees and leaders; ensure on-boarding promotes rapid ability to perform and retention.
6. Develop and maintain employment policies that ensure consistent, compassionate implementation of policies and practices; ensure clear, reliable and consistent communications of company policies and practices.
7. Maintain a current knowledge of law and regulation in the human resources management arena and ensure compliance.
8. Responsible for coordinating leaves of absence with appropriate laws such as FMLA, work comp and ADA and with appropriate benefits.
9. Responsible to assist leaders and coach supervisors with their employee relations, hiring, training, performance reviews, administering policies and procedures, disciplinary action, and compensation recommendations.
10. Develop and administer compensation and benefits strategies that effectively consider market data, trends, which meet the company’s strategic intentions and financial capabilities.
11. Work closely and effectively with payroll to provide input, support, and back-up processing.
12. Lead, implement, and communicate employee recognition programs to ensure employee engagement, appreciation and retention.
13. Oversee and proactively manage external contractors, brokers, vendors providing services to human resources.
14. Accurately maintain the employee human resource information system (HRIS) software; manage continued improvements for efficiency of department.
15. Develop key human resource KPI’s and report to leadership on-going.
16. Lead HRIS software updates and provide simple instructions &/or detailed training to others.
17. Partner with QA, Operations or other departments responsible for organizational on-boarding and training to ensure documented high quality and effective results.
18. Communicate effectively with employees, management and other team members; partner with others in maintaining a culture of trust, problem solving and open communication.
19. Ensure the organization is effective with meaningful performance and engagement feedback; ensure review processes are completed and that leaders are enabled to effectively and knowledgeably coach and mentor employees for their success.
20. Responsible for providing a safe work environment, maintaining OSHA recordkeeping and work comp return-to-work efforts.
21. Provide support and input on HR budget and cost management activities.
22. Partner with all leadership on establishment of strategies, goals, and plans in alignment with organizational goals.
23. Effectively present and communicate information at all levels of the organization, including to the Board.
24. Maintain strict confidentiality and care for all employee and company information.
25. All other duties as assigned.

EDUCATION:

1. Bachelors Degree in Human Resources, Industrial Relations, or related is required.
2. PHR or SPHR in lieu of some experience or some education may be allowed.
3. MBA or Master’s degree preferred.

EXPERIENCE:

1. 10+ years human resource management experience is required.
2. Supervisor experience is preferred.
3. 5+ years experience in Training, Organizational Development, Succession Planning is required.
4. 5+ years of experience in talent acquisition and talent management activities is required.
5. 5+ years of experience working closely with compensation, and all benefit programs is preferred.
6. 5+ years of experience with HRIS systems and strong reporting skills are required.
7. 3+ years work experience in an ESOP is strongly preferred.
8. 3+ years experience with processing payroll is required.
9. HRIS System experience is preferred.
10. Demonstrated experience in onboarding, training, presenting to audiences is required.
11. Must have excellent experience with employee communication.
12. Must have demonstrated strong employee relations skills including conflict management and problem solving.

ADDITIONAL POSITION REQUIREMENTS/SUCCESS FACTORS

1. Must possess strong verbal and written English communication skills.
2. Must have 5+ years strong MS office and general computer skills.
3. Must be detail oriented.
4. Must be able to work and communicate effectively with team members.
5. Must have excellent customer service and effective conflict resolution.
6. Must have ability to break down complex processes/systems/requirements into understandable terms and explain the “why’s” behind standards or decisions.
7. Ability to manage change, be comfortable with ambiguity and help others around your work through change is preferred and is helpful.

Job Type: Full-time

Pay: $125,000.00 - $140,000.00 per year

Benefits:

• 401(k)
• Dental insurance
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Professional development assistance
• Relocation assistance
• Retirement plan

Ability to Relocate:

• Newport, MN 55055: Relocate before starting work (Required)

Work Location: In person