responsible for strategic direction, overall planning, and performance of the BU HR function; collaborates with BU leaders and corporate HR staff to ensure alignment of BU HR activities with company-wide goals; responsible for fostering development and use of consistent HR processes across the BU.
ensure immediate and future subunit talent needs are addressed by developing, overseeing, and implementing robust HR strategies and talent management activities in line with Barr’s talent management framework.
act as primary representative for the BU on activities to develop, implement, and refine HR policies, practices, and programs, assuring that the policies take into account BU needs and concerns; guide salary and bonus-setting processes to promote equity and alignment with company policy and objectives; oversee BU HR operational activities, including recruiting, training, budgeting, and compliance with company practices and employment laws; review and advise on performance management activities and termination decisions to assure compliance and consistency.
maintain strong communication with the BU leadership team and corporate HR teams, represent the BU in company-wide forums, gathering input to inform broader HR decision-making.
develop, implement, and maintain processes to identify critical people risks, including talent gaps or compliance issues, and establish strategies to mitigate them; work to maintain an equitable and compliant work environment.

bachelor’s degree in human resources or a related field
A degree in an engineering or science discipline related to Barr’s work may be considered if coupled with significant HR/staffing leadership experience.
10+ years of progressive HR experience, or 10+ years at Barr with at least five years of HR leadership experience.
Providing strategic HR partnership to senior leaders.
Leading employee relations investigations, advising on complex personnel matters, and ensuring compliance with employment law and internal policies.
Drawing on a working knowledge of employment law and HR best practices.
Project or program management experience.
Demonstrated integrity and proven ability to build relationships.
Skilled in solving problems, building consensus, and resolving conflicts.
Knowledge of competitive internal and external people practices.
Demonstrated ability to collaborate and work with others to clarify priorities, raise issues, resolve conflicts, and help move ideas forward.
Ability to develop, manage, engage, and support team members.
Ability to assert influence without authority.
Embraces Barr’s core values.
ability and willingness to travel periodically to other Barr offices.
strong interpersonal, oral, and written communication skills.
possession of a current, valid driver’s license and acceptable driving record.
Must be legally authorized to work in the United States without the need for sponsorship by Barr, now or in the future.

Competitive, affordable insurance plans: Medical, dental, vision, life, disability, accidental death insurance, and flexible spending accounts for medical and dependent care
401(k) retirement savings plan with company contribution and an Employee Stock Ownership Plan (ESOP) with company contribution in Barr stock
Barr has a "no retained earnings" model and distributes all profit to our employees through our annual bonus distribution plan, ESOP, and dividends to shareholders
Annual time and expense allowances, mentorship program, and many internal training opportunities
Paid time off, holidays, overtime for non-exempt/hourly staff, and compensatory time for exempt/salaried staff (time off or pay for extra time worked), paid family leave
Ergonomic analysis and equipment, Personal Protective Equipment allowance, wellbeing-focused educational opportunities

Human Resources Lead

Key skills