Division Vice President of Human Resources

R10051170 Division Vice President of Human Resources (Open)

Location:

Atlanta, GA (RDA) - Welding equipment rental

How will you CONTRIBUTE and GROW?

The HR Vice President supporting South Division (SDIV), is responsible for overseeing and aligning the organization's human resources functions with its strategic priorities and objectives in alignment with Airgas & Air Liquide human resources strategy. This role involves a combination of strategic thinking, leadership, and human resources expertise. The HRVP role will be responsible for developing and implementing HR strategy, by proactively partnering with their clients and key stakeholders to deliver the expected results. The HRVP provides insight and advises the organization on opportunities and solutions to improve organizational effectiveness across the specified business, through effective guidance and collaboration with the HR CoE and HR BSC (HR Operations and Payroll) to ensure best delivery of HR services to business leaders. The HRVP provides guidance and solutions as well as advises management on Human Resource opportunities and challenges in compliance of Company policies and federal, state and local regulations.

Proactive Partner & Consultant to the Business:

• Proactively collaborates with business on key strategic topics, mission, goals, and overall strategic priorities of the organization; actively engages in the broad business vision.
• Knowledgeable of the business and finance levers and can engage and influence direction and outcomes of human capital and programs that impact associates.
• Utilize data-driven insights to make informed decisions about HR strategies and initiatives. Monitor key HR metrics and use analytics to facilitate continuous improvement.
• Work closely with business and functional leaders and teams particularly the Division President, SDIV, divisional leadership team, SVP Human Resources and CoEs, to provide insights and recommendations on human capital strategies that support the business's long-term goals.
• Develops relationships across the business to influence the successful execution of HR strategies and programs.
• Acts as culture change agent, assessing and providing opportunities for improvement including rewards, leadership, policy, and other systemic levers that facilitate organizational effectiveness and engagement (active champion of Diversity, Inclusion & Equity; Be, Act, Engage; FIT, DRIVE, ADVANCE).

Human Capital Optimization:

• Develops strategies and leads workforce planning, staffing strategies, succession planning and talent development (including annual PEX HDCT target setting), diversity, attraction, selection, retention, engagement and succession planning that support the overall labor needs of the business.
• Understands the business and how to leverage human capital to positively impact the bottom line.
• Collaborates with CoEs to enhance effective and compliant legal, labor and employee relations practices necessary to allow Airgas to recruit and retain the best diverse talent, promote a high level of employee morale and minimize risk to the organization.
• Leads talent management actions and results with business including building deep and diverse talent pipelines for key positions, conducting and participating in regular cadence talent reviews (business, functional) at the local and company level where required; identification and validation of High Potentials (IHPs) at the business and Company level; developing future stars and succession candidates.
• Work closely with other HRBPs and business partners to facilitate differentiation of emerging and top talent in business, providing clear developmental and career pathing and ensuring robust development planning (local and Corporate/ Company level).
• Provides new HR solutions and HR thought leadership.

Strategic Planning:

• Develop and implement HR strategies that align with the overall business strategy. This includes analyzing the organization's goals and identifying ways HR practices can contribute to achieving those goals.
• Collaborates closely with Airgas and Air Liquide HR to develop and execute the human resource strategy, in concert with the local business strategy and initiatives.
• Focuses on the big picture strategies of the business and anticipates human capital needs and implications, vs. short-term HR objectives and implementations.
• Collaborates with other HR CoEs/ BSC to best support the business.
• Sets and directs the overall strategy for HR in the business and aligns leaders to the HR Strategic Plan.

MINIMUM QUALIFICATIONS:

To perform this position successfully, an individual must be able to perform each job duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential duties.

Required Education:

• Four-year degree from an accredited institution in Human Resources, Business or related field

Required Length & Type of Experience:

• A minimum of 10 years in an HRBP role leading the HR function;
• A minimum of 5 years of demonstrated experience leading a team is required.
• Demonstrated track record of success in matters related to managing human resources in a mid to large sized manufacturing and/or distribution company with remote locations.

Knowledge, Skills & Abilities:

• Business and financial acumen
• Digitally Savvy, including Workday, Google (Docs, Sheets, Slides, Gmail), PowerBI
• Team player; strong collaboration skills; ability to influence for change.
• Change Agility; People Agility; Mental Agility; Results Agility
• Global mindset; thinking and partnering strategically.
• Self-starter; self-motivated, operates with a sense of urgency; ability to work independently.
• Comfortable communicating and interacting with a wide variety of people with different personalities and backgrounds across Air Liquide, Airgas and externally.

Your differences enhance our performance

At Airgas, we are committed to building a diverse and inclusive workplace that embraces the diversity of our employees, our customers, patients, community stakeholders and cultures across the world.

We welcome and consider applications from all qualified applicants, regardless of their race, gender, sexual orientation, religion, disability or any other protected characteristic. We strongly believe a diverse organization opens up opportunities for people to express their talent, both individually and collectively and it helps foster our ability to innovate by living our fundamentals, acting for our success and creating an engaging environment in a changing world.

Equal Employment Opportunity Information

We are an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other protected characteristic.