Elemental Excelerator Looking for Director of Human Resources at Cleveland, Ohio Full Time

This is your chance to join the rapidly growing commercial solar energy business. Solar FlexRack is an integrated solar company that offers custom-designed, fixed tilt ground mount and single-axis solar tracking systems in the commercial and utility-scale solar mounting industries. Solar FlexRack also offers full services, including engineering, geotechnical, pullout testing, field, and layout design services to address the actual site conditions of a project site. Solar FlexRack has completed over 3.5 GW of solar racking installations in over 40 U.S. states, 9 Canadian provinces and across the globe.

Solar FlexRack is an affiliate of Hanwha Qcells North America which brings a decade of global leadership in solar PV to deliver utility-scale power generation plants customized for local and regional energy markets. With proven capabilities across the solar and commercial industry value chain, Solar FlexRack minimizes uncertainty and risk, and helps customers achieve a higher return on their investment in renewable energy.

SUMMARY

The Director of Human Resources (“DoHR”) is a strategic, hands-on leader responsible for providing people strategy direction to the Solar FlexRack Human Resources department and all Human Resource functions. This position is responsible for setting, enforcing, and evaluating legally compliant human resources policies, procedures, and setting best practices to foster a positive, inclusive work culture.The Director of HR will work closely with the Enable executive team and with Human Resources team at USA Corp/Green Energy Solutions (“GES”) to ensure alignment of company policy and the business strategy and identifying and implementing long-range strategic talent management goals.

This position reports to the Head of SFR Strategy, with a dotted reporting line to GES Head of HR, or another senior management personnel that the President of the Company may designate. This position is a hybrid role working a minimum of 2-3 days in the office initially located in Cleveland, OH, 1 day in Youngstown, OH (or surrounding satellite offices) and 1 day remote. Working hours are Monday through Friday, from 8:00am to 5:00pm or 9:00am to 6:00pm but hours will vary based on business needs.This position is expected to travel up to 10%.

ESSENTIAL JOB FUNCTION & RESPONSIBILITIES

• Human Resource Leadership
• Supervise the Solar FlexRack Human Resources Team by:
• Overseeing the daily operations and workflow of the Human Resources department
• Evaluate the team for yearly performance reviews
• Handles discipline and termination of employees in accordance with company policy
• Provide guidance and leadership to the human resource management team
• Ensuring all companywide HR policies are adhered to according to Solar FlexRack standards and legal compliance
• Facilitates professional development, training, and certification activities for HR staff
• Develop and implement HR process and guideline required for business and environmental changes

• HR Operations and Legal Compliance
• Ensures compliance with employment, benefits, insurance, safety and other laws, regulations and requirements
• Maintains knowledge of laws, regulations, and best practices in employment law, human resources, and talent management
• Work with GES HR team to update the employee handbook as needed
• Maintain records of benefit plans participation such as insurance and 401(k), personnel transactions such as hires, promotions, transfers, performance reviews and terminations and employee statistics for government reporting
• Act as the administrator for our Payroll and HRIS systems and lead for Work Comp and the Company Insurance
• Oversees 401(k) process, including the annual filing of the Form 5500 and mailing out mandatory 401(k) notices
• Lead efforts in communication regarding benefits programs such as life, health, dental and disability insurances, retirement plans, vacation, sick leave, leave of absence and employee assistance
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management
• Analyze employee relations situations to identify and forecast pertinent problems; evaluate realistic options to recommend/implement appropriate course of action
• Lead on efforts related with immigration and visa inquiries
• Oversee all Monthly HR and/or workforce data reporting to GES Leadership and Headquarters

• Talent Acquisition Strategy
• Collaborate with GES TA Teams, executive leadership, corporate planning and headquarters to define the organization’s long-term mission and goals and identify ways to support this mission through top talent
• Build talent acquisition strategies to build strong pipelines for future hiring needs
• Create and formulate career development plans for company’s position
• Work closely with Talent Acquisition teams for any projects on a as needed basis, including acting as a backup for talent acquisition.
• Share monthly TA pipeline update with leadership and GES Head of HR

• Compensation Strategy
• In collaboration with GES HCM Team, and under general direction of GES Head of Human Resource, will oversee the administration of human resource compensation policy and strategy in accordance to Qcells North America/GES and Global Hanwha Headquarter Standards
• Under general direction of GES Head of Human Resource and with considerable latitude for independent judgment, this position administers the organization’s Wage and Salary assignments by applying compensation philosophy and utilizing competitive market data and analysis to meet organizational and employee needs
• Leads efforts in all compensation and performance metrics for all job levels: updating annually job description for all positions, conducts market compensation and benefit analysis and evaluation, classification reviews and/or audits and data analysis
• Responsible for all front-to-end market research and consult with leadership on new hire and promotion to align with external market and internal job leveling
• Administer the annual company-wide compensation study to maintain compliance with federal and state laws, as well as pay equity across all departments
• Develops and administers pay programs including salary structure changes, merit programs, incentive programs, and other special pay programs
• Provides consultation to leadership and Heads of Department/Division on market labor trends and competitiveness of compensation practices to ensure pay equity across the organization but also to maintain employee retention
• Create, distribute and collect all communication required for merit increases and bonus payouts
• Monitors and audits pay practices to ensure compliance with organization compensation policies and guidelines
• Work with compensation vendors to validate compensation data sources for external market data
• Continually, assesses the adequacy of current market data sources and makes determinations relative to participation and purchase of salary survey data

• Human Capital Management (“HCM”)
• In collaborating with GES Head of HR // HCM team, executes HCM strategies regarding employee performance and engagement
• Directs companywide policies, lead incentive programs and drives employee engagement and productivity through various HCM tools & services
• Lead efforts to work with the HR Team to effectively manage all employee job grades, career path databases and assign appropriate learning track in the Learning Managing Systems (LMS)
• Work with Business Planning, Corporate Finance and GES Head of Human Resources to generate & update the fiscal year’s Annual Payroll and HR Department Budget
• Create reports and maintain HR analytics for turnover and new hire reports
• Responsible for managing the employee performance evaluation process (at new hire’s 90 days & annually thereafter)
• Lead efforts and timely responds to inquiries regarding compensation and performance management policies, procedures, and programs
• Management of the company’s job descriptions database to make ensure it’s standardized to legal compliance requirements and in alignment with company’s business needs
• Identifies and evaluates emerging organizational trends. Manipulates (often) large data sets in complex ways to tease meaning from the numbers and convey these findings to an executive audience
• Serves on management committees, strategic planning teams, task forces, and other teams as necessary providing expertise on complex compensation and/or HCM related matters

• Payroll and HR Budget Management
• Develops and implements HR departmental budget and submit for HQ reporting as requested
• Oversee semimonthly payroll process and complete payroll reconciliation; be fully trained as a payroll “backup” with the ability to step in to process sand complete payroll when needed;
• Lead, direct, manage, design (as needed) all of the Payroll information system in accordance to Global HRIS technology solutions including, but not limited to supervising all Payroll Teams to perform at standards
• Lead Payroll team to ensure effective payroll systems are processed in compliance with all regulatory pay practices and standards across all impacted NA business entities

• Vendor & Office Management
• Lead efforts to liaison with Vendors or other Office Management related projects and respond to questions and/or issues that may occur
• Manage HR vendor contracts and process invoices based on shared services cost split between all applicable NA US Business entities in accordance with Solar FlexRack budget and Circle approval matrix

• Global HRIS Enterprise Solutions
• Works with GES HR Team to manage, design (as needed) all of the HR information systems (HRIS) and technology solutions including, but not limited to benefits, 401k, performance management, compensation, applicant tracking, time management and payroll platforms
• Develop and implement process improvements to enhance automation and eliminate manual reporting and tasks
• Works collaboratively with GES Headquarter HR teams and Qcells Affiliate business entities on releases/upgrades, testing, security roles, integrations, and other shared HR Platform and systems
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system

• Other Essential Duties
• A successful delivery of innovative solutions and a problem-solving culture
• Serve as the champion for Solar FlexRack Culture
• Be able to proficiently operate in an 100% electronic office environment to create and work with PDF fillable forms, HR Operation Function checklists, and completes e-filing of documents as necessary
• Fosterspositive,team-collaborativecultureeffortsandintegrateourCoreValuesandmissionintoourdailyworklife
• Periodic special projects and duties may be assigned based on Company need and requirements
• Must be able to perform a variety of duties, often changing from one task to another, with frequent interruptions or distractions and within tight deadlines
• Regular attendance, in accordance with company’s attendance policy and supervisory assignment, is an essential job duty requirement for this position
• Perform other duties and special projects, as assigned

REQUIRED QUALIFICATIONS

• A bachelor’s degree in Human Resources, or another related field in business administration
• Minimum of 15years of relevant human resources experience
• Must possess minimum 5 years Human Resources leadership experience with focus on high volume business growth, workforce management, strong business acumen and legal compliance due diligence
• Experience in the renewable energy construction industry is strongly preferred
• Excellent Leadership abilities
• Exceptional attention to detail, organizational and time management skills
• Excellent written and verbal communication skills
• Assertive, able to cope with pressure, a team player
• Strong knowledge of HR operations and administration
• Strong knowledge of HR-related state and federal regulations
• Strong knowledge of various benefit programs
• Ability to understand and effectively convey Company Human Resources Policies, and federal and state employment and labor laws
• Ability to exercise tact, diplomacy, and sound judgment
• Ability to supervise and counsel employees
• Ability to work effectively with co-workers, department supervisors and managers, insurance brokers, insurance company representatives, labor attorneys, and other consultants and/or vendors
• Ability to train employees and conduct training workshops
• Strong proficiency using software programs such as MS Outlook, Word, PowerPoint, and Excel
• Advanced reporting skills using Excel
• Ability to work flexible hours depending on various departmental project deadlines and/or Company events and sponsored programs (including a few lateevenings and a few weekend events per year)

EDUCATION

• Bachelor’s degree in Business Administration with a concentration in Human Resources Management or Industrial Relations or equivalent from an accredited college or university
• Human Resources Certification (PHR, SPHR, SHRM-CP or similar HR licensing) strongly preferred
• Relevant years of work experience plus a PHR, SPHR, SHRM-CP or similar HR certification may substitute for the degree requirement

PHYSICAL DEMANDS

• Stationary Position: frequentlyremains stationary up to 90% of the time and sitting up to 8 hours in a day
• Move/Traverse: infrequently bend, stand, stoop and/or walk
• Carry Weight: infrequently carry weight and/or lift objects (light to heavy) weighing up to 10 pounds
• Hearing and Speech:frequently communicates with the ability to hear and talk on a regular basis with employees, coworkers, and all personnel matters; must be able to exchange accurate information in these situations
• Sight: frequent use of sight to detect images on computer, office documents, and office objects near and far
• Climb: occasionally ascends/descends on stairway to get to office upper and lower floors
• Travel: up to 10% as needed

WORK ENVIRONMENT

• Regular professional, office business setting
• Noise level ranges from low to moderate (if in office setting)
• Noise level ranges from moderate to high (if on construction worksite)

SALARY RANGE FOR POSITION

• The anticipated starting pay range of this position, which is to be located in Cleveland, OH is $(phone number removed) – $(phone number removed) base salary per year (DOE).
• The above-listed salary range is required by the State of Ohio and may differ depending on the location of those candidates hired nationwide. The salary range shared in the job description is for the listed position and only pertains to the candidate if they work in Cleveland, OH. Actual compensation is influenced by a wide array of factors including but not limited to internal pay equity, skill set, education, licenses and certifications, geographic location, essential job duties and requirements, and the necessary experience relative to the job’s minimum qualifications. An additional discretionary bonus structure or incentives may be offered as part of the overall compensation package, in addition to the full range of medical, dental, and/or other benefits, dependent on the level and position offered.

Solar FlexRack is proud to be an at-will Equal Opportunity Employer and prohibits discrimination against race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, pregnancy, citizenship, disability, protected veteran status and any other classification protected by applicable federal, state or local law. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

We are committed to the full inclusion of all qualified individuals. As part of this commitment, Solar FlexRack will provide reasonable accommodations to all qualified individuals with disabilities to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment. Please contact us to request accommodations at (url removed).

Nothing in this statement shall imply implicitly or explicitly a guarantee of employment outside our at-will employment opportunity.