Director, Human Resources - Allied Air - Lennox International

ALLIED AIR ENTERPRISES

The Allied Air business unit operates within the Home Comfort Solutions Segment, and we are headquartered in Columbia, South Carolina. Allied manufactures HVAC equipment and partners with HVAC distributors to sell and serve HVAC contractors across North America. Together, Allied and our distributor partners provide support for our brands and product families to help contractors win in their markets.

Allied was formed when two Lennox International acquisitions merged. Armstrong joined Lennox in 1986 and then Ducane in 1999. Since forming in 2000, Allied has grown decades-long relationships with distributor partners, integrated powerfully with Lennox Residential HVAC and Lennox Business Solutions, and we’ve added new distributor partners.

With an impressive history of consistent record growth over the last decade, Allied's forward-looking projections exceed $1B annually. The business is supported by three manufacturing facilities in Orangeburg, South Carolina, Marshalltown, Iowa, and Saltillo, Mexico with multiple distribution points across North America. At headquarters in South Carolina, Allied employs approximately 250 people, representing all functional areas of business.

WHAT IS THE ROLE?

Reporting to the Vice President and General Manager of Allied Air Enterprises and functionally to the Vice President of Human Resources for the Home Comfort Solutions Segment, the Director of Human Resources is responsible for providing functional and strategic leadership to the Allied business to achieve targeted business results.  They will lead the local HR team and serve as a key member of the Allied Air Enterprises LT and the Home Comfort Solutions HRLT.

WHAT WILL THE JOB LOOK LIKE?

• More specifically, the Director of HR will be responsible for: 
• Acting as a trusted advisor, thoughtful sounding board and business partner for the General Manager and other senior business leaders, functioning as the expert on people and organizational issues
• Creating and executing people-related strategies tied to the business’ strategies and needs, ensuring talent implications are effectively identified and addressed
• Executing effective talent management strategies across the Allied Air Enterprises division, with primary emphasis on recruiting, performance management, succession planning, employee development, engagement and retention
• Strengthening organizational design and effectiveness
• Championing diversity and inclusion efforts, ensuring the business has the breadth of talent necessary to achieve its growth plans
• Championing the Lennox International Inc. and Allied culture, driving an environment of engagement, open communication, and high ethical standards
• Implementing, refining, and executing actionable, ongoing organization talent review and succession processes. Strengthening the talent pipeline and succession bench; readying talent for future skills and capabilities tied to the strategic plan.
• Serving as a talent authority, understanding the backgrounds, strengths, weaknesses, and development needs of top talent. Through engagement in business discussions, providing in-the-moment coaching for business and HR leaders, including candid feedback and development recommendations.

COMPENSATION

A robust compensation package will be formulated based upon the successful candidate’s total compensation level today and is likely to include a competitive base salary, annual performance bonus and Long-Term Incentive Plan.

WHAT DO YOU NEED TO SUCCEED?

The successful candidate must be energized by teamwork. S/he must be forward thinking and creative, attentive to details, credible and dedicated to producing high quality outcomes. This role requires a professional that has the ability and initiative to diagnose issues quickly, influence solutions, and execute project details at a rapid pace.

• The ideal candidate will have a minimum of 10+ years of HR experience in progressive HR roles, including functional leadership at the divisional level for a growth-oriented industrial organization
• Broad-based HR generalist, with expertise in executing talent management strategies to drive key business outcomes
• Strategic and integrative thinker
• Results-oriented, motivated leader who consistently operates at very high energy levels
• Proactively owns initiatives with the ability to navigate around obstacles and persevere through setbacks
• Outstanding communications skills, including written, verbal and presentation. Demonstrated ability to champion a continuous learning approach to enhance organizational capability and foster innovation.
• Adept at leading through influence and other people.
• Strong ability to work outside traditional functional silos and build relationships across the organization at all levels, particularly with senior business leaders and line executives
• Proven relationship-building, continuous improvement, lean principles, and project management skills.

Key behaviors and leadership characteristics include

• Foundation of Trust – Uses credibility and relationships to serve as trusted executive advisor and influence key decisions. Honest, Ethical, and Safe in everything s/he does.
• Learning - Passion to learn and know key business and industry drivers.
• Influencing - Effectively persuades others to see his/her point of view; presents information and logic in a manner that addresses the audience's interests, concerns, and needs.
• Developing Talent – Fosters a culture and environment of belonging, creates opportunities for professional growth; helps people define career goals and establish development plans to achieve them; gives people constructive, developmental feedback and advice.
• Acting Strategically - Aligns day-to-day activities around broader organizational goals and objectives; prioritizes resources based on the strategic objectives of the organization; recognizes and rewards people based on how their actions support the broader needs of the company.
• Working with Ambiguity -- Achieves forward progress in the face of poorly defined situations and/or unclear goals; able to work effectively with limited or partial information.
• Matrix Management -- Ability to manage multiple perspectives and priorities; ability to align objectives across multiple organizations/COEs, energizes and motivates others outside his/her direct line of authority; manages through conflicting interests and tradeoffs; works collaboratively.

EDUCATION

Bachelor’s Degree in Business, Human Resources, or Industrial Relations; advanced degree strongly preferred.

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