• Job Description

  Req#: GLOBA002007

  A key member of the senior management team, the GVP, P&C will partner closely with the President and leadership team to provide strategic leadership for the Company’s people agenda. This will include Equity & Inclusion, Talent Management, Organization Effectiveness, Employee Relations, Compensation & Benefits, HR Operations, and Employee Communications. The ideal candidate will be a seasoned HR leader with significant Generalist experience. He/she will have a strategic mind, the ability to consistently plan effectively to execute flawlessly, and solid cultural change and executive coaching skills. This person will structure and lead all day-to-day HR activities and will interact with all levels of staff.

  While this position is a dedicated Ocean Insight role, it is also essential to foster our Halma culture in “living the purpose and embracing the adventure”.

  Key responsibilities for the Global Vice President, People & Culture include:

  • Leading a people-focused strategy
    • Design, implement, and maintain the people and culture strategy
    • Serve as thought partner to the President and senior leadership staff
    • Develop and implement organizational practices that maximize diversity, equity, and inclusion
    • Research, develop, communicate, and update policies, procedures, guidelines
    • Maintain knowledge of industry trends & best practices, remain current on employment law and HR legislation
  • Maintain full cycle recruitment process
    • Devise and implement a proactive recruitment strategy
    • Implement and maintain a structured and inclusive onboarding process
    • Identify retention strategies that maintain a highly engaged and productive workforce
  • Direct activities focused on performance and talent management, staff development, and learning
    • Ability to assess performance and help develop high performance teams
    • Develop and direct performance management process, expectations, feedback, evaluations
    • Guide managers through issues with team members
    • Investigate and resolve grievances and/or complaints
    • Identify & support opportunities for professional development and growth, inclusive of training
  • Support building and maintaining a strong and healthy organizational culture
    • Solicit input, collect, analyze, share metrics regarding organizational culture, employee engagement and satisfaction
    • Own initiatives focused on continued improvement of organizational culture and employee engagement
    • Own programs and initiatives that enhance employee well-being
  • Develop competitive rewards strategies, benefit, and compensation programs
    • Negotiate benefits contracts as needed. Oversee open enrollment.
    • Administer, troubleshoot, optimize benefits programs
    • Perform compensation analysis, develop, and deploy all company compensation plans
  • Oversee all employee and employer branding communications
    • Lead development of town hall materials
    • Lead internal employee and external people related communications
    • Lead external branding to enhance awareness and influence in our worldwide communities
  • Supervise general HR Operations, mergers & acquisitions, and manage HRIS
    • Supervise HR team in execution of day-to-day operational HR functions
    • Continuously review, update, enforce workplace policies/procedures
    • Lead talent diligence and M&A integrations efforts

  As a strategic partner to the Board of Directors, the Global Vice President, People & Culture will be expected to provide clear and decisive recommendations, challenge assumptions, advocate for the needs of the business, and secure support from other locations and business units. This role must effectively balance the interests of the function while contributing to the global strategy and the greater good of the organization.

  About the candidate

  • Bachelor’s Degree in Human Resource Management or Organizational Effectiveness. MBA preferred.
  • 12+ years of relevant experience as part of a senior leadership team for global organization.
  • Models enthusiastic and forward thinking with strong executive presence.
  • Experience in assessing organization and talent, then creating and implementing plans to improve performance.
  • Proven coach with the ability to advise and guide colleagues and teammates.
  • Change champion, utilizing frameworks and tools that are simple and fit-for-purpose.
  • Led effective cultural change and ways to measure success/impact.
  • A developer of talent who knows how to create impactful development programs to ready the organization for growth.
  • Excellent verbal and written communication abilities as well as demonstrated proficiency in writing business reports.
  • Ability to influence across the organization.
  • Business-minded with strong business acumen. Ability to leveraging business knowledge to develop suitable people strategies.
  • Leverages data, analytics, and facts to shape ideas and make decisions.
  • Demonstrated expertise in executive coaching, organizational effectiveness, and talent development, creating programs that ready the organization for growth.
  • Operates with high sense of urgency and commitment to deadlines.
  • Ability to travel internationally required.
    
    

  Ocean Insight offers a comprehensive executive compensation package and a suite of health and wellness benefits. Also, as a member of the Halma Group of companies (www.halma.com), our employees enjoy excellent career development, networking, and advancement opportunities worldwide.

  We are an equal opportunity employer. Qualified applicants will be considered without regard to age, race, creed, color, national origin, ancestry, marital status, affectional or sexual orientation, gender identity or expression, disability, nationality, sex, or veteran status. Candidates must be legally authorized to work in the United States.

  Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

  The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

• About the company

  Discover innovative spectroscopy equipment, software and on-demand data delivery backed by deep category expertise.

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