Overview

Director of Talent Management

AJM Packaging Corporation

Bloomfield Hills or Southgate, Michigan

Salary: $150,000 - $190,000

Bonus: Performance Based

Position Overview:

AJM Packaging Corporation is a leading manufacturer of branded and private label paper products including plates, bowls, cups, and bags. As we continue to grow and expand our operations, we are looking for a Director of Talent Management to lead our team.

In partnership with the CHRO, and Company Leadership, the Director of Talent Management is responsible for organization assessment and design, performance management, change management, talent management, and leadership team development. He/she is responsible for leading and developing the Talent Management processes, tools and systems across the company including:

Talent Acquisition and Employer Branding
Culture & Engagement
Leadership Development, Learning and Employee Training
Performance Management
Talent Review and Succession Planning
Change Management

The Director of Talent Management partners with and supports the HR Team and business leaders to achieve our business strategy and goals. This work is foundational in support of maximizing our talent - to continue to partner with the business to ensure our culture is one where all people at all levels belong, contribute, and excel.

The Director of Talent Management reports to the CHRO. The position can be based out of any of our Detroit area locations and requires some travel (up to 20% typically) and will be a key leader in developing and aligning organizational processes, systems, to improve business performance. The Director will drive Talent Development Strategies for the company for salaried, hourly, and technical positions. This includes the Annual Talent Review, Performance Reviews, and the systems and processes for the business tied to organizational development and performance management.

Responsibilities & Duties

Assists in the execution of the HR strategy and has responsibility for overall Talent Development & Management functional effectiveness.
Leads the Talent Management processes, tools, and systems - Talent Acquisition and Employer Branding, Culture & Engagement, Leadership Development & Employee Training, Performance Management, and Organization Design.
Develops and aligns business strategies to organization development and initiatives, diagnosing business challenges, exploring alternative solutions, and recommending best-fit solutions; identify opportunities for increased efficiency/effectiveness.
Creates and leads ongoing succession and development planning. Develops career roadmaps and pipelines for senior technical, key sole contributor and management roles.
Manages the Talent Review process including Performance /Potential rating and calibration, Succession, Workforce Planning, Development Programs & Plans, Talent Assessment, Competencies & Skills Assessment, Training Strategy, Plans and Programs for key focus areas, Coaching & Feedback, Change Management.
Manages and develops best practice processes and tools leveraging outside benchmarks and continuous improvement of current state.
Partners with Corporate and regional HRMs, senior leaders, and people leaders broadly to implement and continuously improve capabilities in HR, leaders, and overall talent.
Works with HR Business partners to develop and execute best practices to promote organizational effectiveness, employee engagement and to enable a productive workforce that will contribute to achievement of company goals.
In concert with corporate and plant HRMs, drives all training and development strategies for hourly, salaried, and technical employees in the company.
Develop key performance metrics to measure OD & PM effectiveness.
Leverages the HR group, proactively partners with broader HR team to share best practices and HR strategy.

Minimum Requirements

Requires 8 plus years of experience focused on talent and organizational development preferably within a multi-site manufacturing organization, including experience with the following: performance management, training & development, e-learning management development and implementation.

Bachelor's degree in business or human resources field. Master's Degree with a focus in employee or organizational development preferred.
Progressive responsibilities, including management-level duties; or equivalent combination of education and experience. Preference for strong experience in Organizational Design, Talent Management, HR Strategy and Engagement.
Must be able to drive and perform within People Analytics.
Excellent learning management expertise, developing and curating proper training courses for salary, technical and hourly groups.
Several years of leadership expertise and strong user knowledge in HRIS systems (UKG preferred).
Possess prior experience directing a people function in a multi-site, manufacturing operation.
Strong working knowledge of personal computers and various software applications.
Strong working knowledge of various human resources policies, procedures, personnel practices, principles, and related governmental regulations.
Ability to travel on a regular basis (typically 20%) to various USA manufacturing locations.
Performance management communication, implementation, and leadership
Talent review process work and coaching
Talent acquisition/recruitment process and employment branding
Cultural Change management
Track record of driving employee engagement; identification of organizational opportunities, gaps, and determining appropriate solutions.
Extensive experience in collaborating with leaders and providing coaching.

Attributes And Skills:

Strategic Thinking and Leadership: Capable of creating and achieving a desired future state (vision) through influence on company values, individual and group goals, execution of plans, value reinforcements, and systems.
Impact: Commanding attention and respect, showing an air of confidence without creating an air of superiority. Must have "executive presence" and be able to immediately establish credibility within the organization and with external partners.
Teamwork/Collaboration: Working effectively with both direct and indirect (those outside the formal line of authority) organizations to accomplish company goals; taking actions that respect the needs and contributions of others; contributing to and accepting the team's decisions; subordinating personal objectives to the objectives of the company or team.
Strategic Orientation: The successful candidate will have a strategic and broad approach and will have proven his/her ability to establish strategy and to translate it into an effective, long-term action plan. He/she will have a history of anticipating potential problems through effective analysis and proactively seeking solutions.
Developing Organizational Talent: Developing members' skills and competencies by planning effective development activities related to current and future positions and needs.
Organizational Awareness: Having and using knowledge of systems, situations, pressures, and culture within the company to identify potential organizational problems and opportunities, perceiving the impact and the implications of decisions on other components of the company as well as the impact on clients and suppliers. Being able to work closely with functional support organizations to effectively achieve goals.
Communications: Presenting ideas effectively both verbally and in writing. Able to motivate and inspire both direct and indirect organizations through effectively articulating the opportunities and challenges throughout the organization.
Results Orientation: Drive to achieve results and goals in the short and long term.
Sense of Urgency: Ability to push high priority projects through in a fast-paced environment.
High Intellect: Conceptual, strategic; ability to probe into specifics when necessary. Analytical and fact-based, but able to draw on intuition, knowledge, and experience. Ability to prioritize the most relevant from all other issues. Creative and independent thinker. Open minded.
Adaptive to change: Ability to adapt to work effectively in an environment of change, uncertainty, and ambiguity. Must be able to make pragmatic decisions in a timely fashion.
High Energy: setting the example by the highest work ethic and passion to excel.
Technology Awareness: Maintaining an open mind to the possibilities created by new technological advancements. Accepting responsibility for staying abreast of technological waves and resultant business implications.

Benefits:

At AJM, our comprehensive "Cafeteria Benefits Plan" and "Flexible Spending Arrangement" (FSA), truly set us apart from the competition. Under the cafeteria plan you'll receive a package of company paid medical, dental, optical, life and disability insurance coverage and be able to adjust the proportions spent on each coverage/benefit to suit your personal requirements and preferences. You can even

redirect a portion of the total spend to pay for homeowners, car and pet insurance premiums purchased at group rates. Lastly, under the Flexible Spending Arrangement (FSA), you'll be able to contribute a portion of your annual earnings on a pre-tax basis to pay for child and dependent care and medical, dental and optical insurance co-pays and deductibles.

Summary of Benefits:

Medical Insurance (BCBS)
Dental Insurance
Optical Insurance
Life Insurance
Short & Long-Term Disability Insurance
Flexible Spending Agreement
Health Savings Account
Child & Dependent Care Savings Account
401 K Retirement Plan (with Safe Harbor Company Match)
Tuition Assistance
Employee Assistance/Wellness Program
Paid Vacations
Paid Holiday
Paid Sick & Personal Time
Professional Development Program (AJM University)

About Us:

AJM was originally founded shortly after WWII as a distributor of commercial paper, plastic and foil packaging products and related cleaning, janitorial and order processing supplies and equipment by three (3) Detroit area brothers operating out of a small warehouse in Detroit's Eastern Market. In 1957 they built and moved into slightly larger quarters on Detroit's southwest side where, for the very first time, they began manufacturing their own products. Over the ensuing decades, AJM gradually evolved from its broadline distributor beginnings into a major paper products manufacturer, today employing nearly 3,000 people and operating eight (8) manufacturing and five (5) warehouse/distribution facilities strategically located throughout the United States.

Some things have undoubtedly changed since AJM was founded after WWII, but the company's commitment to its customers and employees, alike, has not wavered and is deeply embedded in its DNA. So, too, is the founding brothers' entrepreneurial spirit, "can do" attitude and singular focus on the value proposition that has fueled the company's success from the very beginning. We're still family owned and operated, still manufacturing our products in the good old USA and still providing our customers with the same reliable service and quality products they've come to expect from AJM for more than 75 years now.

Career Development:

At AJM, we realize we will only go as far as our employees can take us and, for that reason, we invest millions of dollars every year on both classroom and on-the-job training to develop our employees' skills and promote a culture of learning and continuous improvement. There are no barriers to impede your progress here and no ceilings to halt your advance. You'll control your own destiny, and we will help you reach your full potential with both in-house development programs and tuition reimbursement for

undergraduate and graduate level college studies. Join our team and see where your AJM journey takes you!

For More Information:

Equal Employment Opportunities:

AJM Packaging Corporation is an equal opportunity employer and does not discriminate on the basis of race, religion, color, sex, national origin or other legally protected status.

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