Director of Team Member Services at Vanderbloemen

Snapshot

Location: Orlando, Florida

The Role: Director of Team Member Services

Meet Regal Boats:

At Regal, we design and build a wide variety of forms, functions, styles and sizes. So you can find the perfect boat to complement the lifestyle you lead today—and the one you’ll have later on. From a 22-foot wakesurfing bowrider to a 50-foot sport yacht, you’ll experience the same top-tier quality, unique innovations, luxury and expert craftsmanship in every Regal.

In 1969, Paul and Carol Kuck founded Regal Boats with a vision and passion in heart, they formed a family buisness and defined a new standard in boating luxury. However, despite the couple’s drive and determination, their journey was not immune to setbacks.

In 1973, the energy crisis cost the Kucks most of their original investment. Still, Paul and Carol persevered and placed their future in the hands of God. “Whatever happens from this time forward,” Paul prayed, “is because of You.” With God’s help and their steadfast faith, the Kuck family was able to begin again.

Together, they made Regal Boats a company where innovation and customer satisfaction were elevated. More than fifty years later, the story proves to be a successful one.

Today, Regal is synonymous with state-of-the-art craftsmanship. Our team remains as unified, strong and family-focused as our founders were in 1969. And even as we continue to thrive, the ever-growing Regal Boats family carries Paul and Carol’s founding philosophy that faith and stewardship will always guide the way.

Bonded by water – Regal Boats is not as much a boat builder as it is a family who, for generations, has forged lasting memories for our Regal owners.

About the Director of Team Member Services:

The Director of Team Member Services will lead and direct all HR functions that support the leaders and 700+ team members of Regal Boats. With a relentless focus on people, Regal Boats is seeking a strategic yet hands-on, values and business-minded Human Resources Leader to refine the HR function to meet and serve the business moving forward. He/She will be an innovative, strategic, proactive, results-oriented and hands-on business partner to the leadership team as they assess, refine and implement strategies to support future growth.

The ideal candidate will be attracted to the faith foundation of Regal and the opportunity to have a lasting impact on lives and families through the business. The Director of Team Member Services will ideally have deep experience with a high-growth, family-owned, non-union manufacturing business.

The Director of Team Member Services must be passionate about utilizing HR to drive value for the organization…while supporting and serving the spiritual, financial and physical wellness of all team members. He/She will respect the fact that they are ministry / business-people first, who ensure a customer-focused, fast and flexible, responsive, results-based and values-driven approach to delivering HR services…and inspire/develop an HR team that embraces and lives a similar approach to HR service. The Director of Team Member Services will be a committed and credible leader who works to ensure that collaboration, character, competence and connection drive shared outcomes for all.

The Director of Team Member Services Responsibilities Include:

• Be the HR Business Partner and strategic advisor to the President/CEO and Senior Leadership Team; partner with all leaders to ensure the team members feel valued, supported and informed; anticipate challenges and propose solutions regarding key organizational and management issues.
• Continue to build on the credibility and strength of the HR department with management and staff throughout the organization.
• Constructively partners with and challenges management to serve team members in love, connect with people on the floor, and make a difference / have a positive influence on all.
• Add value through the ability to understand the business and translate its issues into appropriate Human Resources priorities, initiatives, policies and programs to foster consistency across the company.
• Develop a comprehensive and integrated talent acquisition strategy to attract & retain top talent (recruiting, screening, applicant tracking, hiring, onboarding) at all levels.
• Design and implement leadership development programs to cultivate the next generation of leaders, enhance management skills, and support career growth throughout the organization.
• Attract and retain an engaged and high-performing workforce. Collaborate with the Executive Team to implement a comprehensive compensation & benefits strategy to meet team members' needs and make the company the “employer of choice” in the surrounding area.
• Drive and influence talent assessment and performance management throughout the organization with the goal of supporting and encouraging a culture of high performance and proactive succession planning.
• Listen to, respond and solve people issues for all leaders and team members with care, demonstrating the ability to make difficult or unpopular decisions ethically, rationally and calmly. Lead investigations of reports of misconduct of employees. Advise leadership on the appropriate resolution of employee relations issues.
• Continually assess and evaluate the HR structure, goals, performance measures, and systems for continual improvement of the efficiency and effectiveness of the function; drive operational HR excellence through data analysis and metrics and by guiding or leading technology-based solutions. Develop and share reports and KPIs/metrics with leadership and the company to promote strategies and/or support company goals. Conduct research on varying HR topics to stay abreast of emerging trends and best practices.
• Develop, lead, guide and inspire a team of HR staff to do their best work; provide professional and personal growth opportunities and mentorship for both direct reports and the full HR team; share technical advice, knowledge and training with others about the HR discipline.
• Develop and manage the HR budget. Evaluate direct and indirect costs associated with all facets of the human resources function including, but not limited to, recruitment, training, employee relations/retention efforts, and employee turnover to make recommendations and inform decisions and priorities for the company.
• Ensure that employees have a comfortable, productive and safe place to work and learn. Communicate frequently with departmental and executive stakeholders to understand the unique needs of the company’s workforce.
• Protect the interests of employees and the company in accordance with HR policies, governmental laws and regulations. Identify legal requirements and government reporting regulations affecting the Human Resources function (e.g., OSHA, EEO, ERISA, Wage & Hour, etc.). Supervise EEOC and OCR regulations and complaints. Direct the preparation of information requested or required for compliance. Approve all information submitted. Act as primary contact with labor counsel and outside government agencies.

What You Bring:

The following describes many of the characteristics of the ideal candidate for the Director of Team Member Services:

Education & Experience

• BS/BA required
• Bilingual / Spanish-speaking capability is a plus
• 10+ years of progressive HR Generalist / Leadership & Organizational Development experience ideally in a high-growth, family-owned, non-union manufacturing & distribution business with 400+ employees is preferred
• 5+ years of experience leading an HR team and serving as a member of the leadership team strongly desired
• Experience engaging and promoting Corporate Chaplains in the workplace a plus

Knowledge, Skills, and Abilities

• Work style that is hands-on, engaging, available, visible (on the manufacturing floor), accessible, thoughtful and people-oriented. A doer. Earns respect of peers quickly.
• An HR leader with a proven track record of delivering sustainable results with compassion
• Proven ability to challenge, motivate and partner with the leadership team to foster innovation and lead change in an atmosphere of mutual respect
• Strategic thinker with deep analytical ability, strong operational focus and the ability to collaborate with senior management to build consensus around HR strategy and tactics
• Exceptional success in talent management: sourcing, acquiring, assessing, developing (on boarding; training in adult learning; leadership development) and retaining staff
• Broad exposure to all Human resources functions, including culture development, change management, recruiting, employee retention, workforce planning, organization development, union avoidance, compensation, benefits, HRIS and administration
• Possess team leadership and facilitation skills and experience; ability to resolve complex problems that have an impact on people, processes and programs; effectively influence individuals of varying backgrounds and learning styles, a collaborative and influencing business partner
• Ability to build strong and open working relationships characterized by mutual respect between leaders, peers, subordinates and the workforce throughout the organization

Personal Characteristics & Qualifications

• High level of personal integrity, ethics, discretion and the judgment to handle confidential and highly sensitive information
• A person of faith who is comfortable, yet respectful, building an organization on faith-based Christian principles without compromise…incorporating faith and values to have a lasting impact on lives and families through the business
• A humble yet confident servant leader…driven by character, competence and connection
• Strong sense of service and passion for the Mission; a proactive servant-leader who anticipates issues and thrives on change, pace, action and accountability.