Sr. HR Director - A&D

TTM Technologies, Inc. – Publicly Traded US Company, NASDAQ (TTMI) – Top-5 Global Printed Circuit Board Manufacturer

About TTM

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market.

Additional information can be found at www.ttm.com

The Sr. Director Human Resources – Aerospace and Defense (A&D) will lead the Talent Agenda across two business units within the A&D sector: Integrated Electronics (IE) and Interconnect Solutions (IS) supporting our Program Management and business functions. The role will also indirectly support our A&D Engineering and Customer Experience & Growth functions through the leadership of a Sr. HRBP. In partnership with the President, SVP - IE and President, SVP - IS, the incumbent will develop and execute A&D’s human resource and talent strategy in support of business objectives. In partnership with our HR Centers of Expertise (COE’s), the role will direct all aspects of the BU’s HR activities, including employee relations, team engagement, performance management, benefits, compensation, labor & regulatory compliance, recruiting, policy interpretation, and implementation of HR programs. The position reports directly (functionally) to the VP, HR – Aerospace and Defense (A&D) and operationally into the President, SVP - IE and President, SVP - IS.

Job Summary

The Sr. Director HR – A&D will be a key member of the IE and IS Business Unit Leadership Teams. The HR leader will be responsible for the development and implementation of the Human Resource strategy which supports and aligns to the enterprise HR and business strategy. The incumbent will work directly with other Business Unit peers to develop and implement innovative Human Resource solutions for the overall business. As part of ‘One TTM’, the Human Resource strategic plan will align with the business strategy and values while focusing on transformation initiatives in organizational development, organization planning, leadership development, succession planning, and employee relations.

The Sr. Director HR will be provided with the mandate to deliver professional and timely Human Resource expertise closely tied to each business they support. This position will be supported by Corporate HR to include COEs in total rewards, HR Technology, talent acquisition, learning and talent management, and HR shared services.

Key Responsibilities

• •Provide strategic leadership and direction in change leadership, organizational design, organizational effectiveness, and talent management. Co-lead A&D initiatives in talent, performance and other priority focus areas as prioritized by A&D Leadership & Corporate HR.
• •Design and execute against the business imperatives: growth, margin improvement, and acquisition (diligence and integration).
• •As a cultural steward, lead the change initiatives that underpin the company culture through addressing concerns, highlighting successes and continually modelling the right behaviors.
• •Manage projects, communications, and peer collaborative efforts on strategy, key processes and special projects.
• •Support the Talent Management and Succession Planning process, with a focus on building a sustainable organization under the ONE TTM context. Actively develop, evaluate and mobilize talent.
• •Drive, track and follow up to instill/reinforce a culture of
• •Coach HR Managers, evaluate and share success practices, foster a strong collaborative team dynamic.
• •In concert with corporate HR, strengthen and standardize company HR policies, processes and activities to ensure compliance with legislative regulations, market best practices and TTM requirements.
• •Keep abreast of the labor market development including compensation and resources availability, and recommend effective
• •In partnership with talent acquisition, ensure staffing needs are proactively met, evaluated, and optimized to include service, delivery, quality, and cost.
• •Enthusiastically take on additional responsibilities that may be assigned by the Company from time to time.

Required Experience, Knowledge and Skills

• •Bachelor’s degree in Human Resource management or equivalent; MBA or advanced degree preferred.
• •10+ years of experience in handling the full spectrum of HR disciplines in high growth, fast paced environment; experience supporting Program Management, Business Development or within A&D strongly preferred.
• •Professional certification by either the Human Resource Certification Institute (HRCI) or Society for Human Resource Management (SHRM) strongly preferred.
• •Sound knowledge of U.S. and state employment laws and their implications in HR management.
• •A dynamic professional with strong business acumen and executive presence.
• •Strong leadership and interpersonal skills with self-driven personality.
• •High level of integrity and courage to challenge the status quo and to drive change.
• •Professional facilitation skills.
• •A hands-on individual with strong interpersonal and motivational skills who is also a self-starter, accomplished doer, and highly energetic. This is a “player-coach” type of role that will require this executive to be both strategic and tactical.

LEADERSHIP CHARACTERISTICS

1. Understanding the Business - Knows the business and the mission-critical technical and functional skills needed to do the job; understands various types of business propositions and understands how businesses operate in general; learns new methods and technologies easily.

2. Making Complex Decisions - Can solve even the toughest and most complex of problems; great at gleaning meaning from whatever data is available; is a quick study of the new and different; adds personal wisdom and experience to come to the best conclusion and solution, given the situation; uses multiple problem-solving tools and techniques.

3. Organizational Agility – Able to reach up, down and sideways within the entire company at the right time to affect change. Able to balance the ‘voice of the factories/workforce’ with direction for the Region or Corporate. An effective leader will understand the business intent and expectations while anticipating downstream impacts. Success will depend on vigilant follow through and checking while communicating in all directions.

4. At ease and skilled in communicating in both written and oral formats; seeks to understand multiple viewpoints and gain consensus when needed; active communicator to business groups, HR team, and management.

5. Seeks to bring teams together both within HR and outside; expert facilitator with a bias for action; seeks to improve teams through leveraging strengths, addressing skill gaps, and focus process improvement.

6. Champion of employee professional development within his/her team, business groups, and the organization at-large; coaches managers.

7. Getting Organized - Is well organized, resourceful, and anticipates problems; effective and efficient at marshalling multiple resources to get things done; lays out tasks in sufficient detail to mark the trail; is able to get things done with less and in less time; can work on multiple tasks at once without losing track; foresees and plans around obstacles.

8. Managing Work Processes - Is an effective process, work flow, and systems designer; is good at figuring out what to measure to track progress; sets up systems that can almost manage themselves; is a master at the effectiveness and efficiency of work systems; can quickly diagnose and fix a work flow problem; always looking for incremental process improvement.

9. Dealing with Trouble - Fearlessly takes on all issues, challenges, and peop