Position at Ingram Micro Commerce & Lifecycle Services
Primary responsibility for the HR organization supporting the Benelux CLS business unit with the additional responsibility to oversee the EMEA and APAC CLS business.
The Benelux HR team reports hardline into this position, while the country HR leaders matrix into this role. The Director will develop general HR strategies and aligns these along with policies and programs to meet Ingram Micro’s local and global business short and long-
term business plans. This position supports the Executive Director, CLS Benelux and his 1,200 associates plus Flex workers and EVP, CLS EMEA / APAC with his total of 8,000 associates in a highly diverse range of issues such as assisting the organization’s culture adjust to a very rapidly changing complex, global market.
Designs / implements business-related initiatives involving recruitment, organizational design, leadership development, associate relations, succession planning and workforce management
Directs all activities of the Human Resources Department for the Benelux CLS business unit and supports the strategic initiatives across EMEA and APAC for CLS.
Accountable for defining, developing and implementing strategic human resource initiatives of the CLS’ business plans.
Directs the organization’s recruiting, hiring, placements, development and promotion activities to ensure all legal requirements, objectives and goals are met or exceeded.
Identifies and implements, time-sensitive strategies to hire qualified candidates for all open positions.
Ensures human resource policies and practices are consistent with the company’s mission and are in compliance with country specific guidelines and legal regulations.
Directs and participates in associate relations functions, such as dispute resolution, discipline, communications, rewards practices, etc.
ensuring a positive morale.
Directs the design and implementation of human resource development programs for the CLS Benelux and EMEA / APAC business in conjunction with the worldwide organizational development team.
Develops, implements and monitors strategic human resource planning processes to ensure leadership continuity and a continued supply of high talent associates.
Continuously reviews strengths and weaknesses of general supervision to identify specific skills required to continue in a leadership capacity.
Collaborates with Corporate Compensation on the overall management of pay programs.
Develops implements and maintains the annual HR operating budget, ensuring that operations are managed within the established guidelines.
Represents the CLS business and its interest at various professional, industry, and community associations to further the business in the community or its positive relationship within the industry.
Manage and control HR expenditure within agreed budgets.
Liaise with other functional / country HR executives so as to understand all necessary aspects and needs of HR development and to ensure they are fully informed of HR objectives, purposes, and achievements that can support and drive forward the business.
Maintain awareness and knowledge of contemporary HR development theory and methods and provide suitable interpretation to directors, managers, and staff within the organization.
Establish goals and objectives for Learning & Development in collaboration with the corporate Organizational Development organization that are in line with needs and corporate strategy.
Establish goals and objectives for HR in line with needs and corporate strategy.
Leverages to the fullest the HRIS systems consistent with the global efforts.
III. PERSONAL ATTRIBUTES
Overall, the incumbent should be a broad-based executive with strategic insight and proven, in-depth hands-on experience in HR management, together with demonstrated experience as an actively contributing member to a senior management team of a major, globally respected, talent-
focused organization. Experience in quality management systems is important and knowledge of how to navigate through organizational culture and policies is critical.
He / She should be proactive and agile in anticipating, developing, and introducing both strategic and tactical HR, plans and programs to accomplish the company’s mission, enhance its culture, etc.
They should have the vision, style, and political savvy to negotiate agreements in a positive, helpful manner, among occasionally competing interests, while enhancing the common good.