McLarens is a leading global claims services provider that helps clients achieve timely and equitable claims resolution.

McLarens family of brands is trusted by clients worldwide to deliver the best in claims management, loss adjusting and auditing services to pre-risk and damage surveying. With direct operations in 40 countries with over 2000 team members, McLarens is a global leader with a customer-centric culture and quality is at the heart of McLarens.

The professionals at McLarens live by a set of shared values that guide their actions and behaviors:

• EXCELLENCE – We aim for nothing less than the highest standards in everything we do
• TEAMWORK – We work best when we work together with clients, colleagues and suppliers alike
• RESPECT – We are trusted to keep our promises, act with integrity and treat people the right way
• KNOWLEDGE – We know our market better than anyone, but still, we never stop developing
• THOUGHT LEADERSHIP – We use inspired thinking and pioneering solutions to stay ahead in an ever- changing market
• ACCOUNTABILITY – We move with urgency to deliver on our commitments and drive for results, even amid ambiguity.

POSITION: People Director, North America

This is a strategic, senior role with responsibility for guiding and leading People Resource services for our North America (US & Canada) including adjacent businesses. The role will cover all Generalist aspects of HR via strategic leadership in support of business initiatives and the global HR strategy. The People Director originates and leads HR practices and objectives that will help to ensure an employee-oriented, high performance culture emphasizing quality, productivity, goal attainment and empowerment. is This leader is responsible for the development of policies, processes and practices that support the achievement of McLarens North America’s business goals. Reporting directly to the Global CPO, the role will lead a team of People Business Partners in the execution of day-to-day support of the business and HR initiatives.  ensuring all duties are undertaken in accordance with local, state and federal employment law as well as company policy, minimizing risk to the business.

Supervisory Responsibilities

• Manages HR Generalist and Business Partner Functions for the regions/business units under his/her purview to ensure Excellence and high-quality service delivery
• Recruits, screens, hires, trains and develops staff for the department
• Oversees the daily workflow of the department
• Provides constructive and timely performance evaluations and ongoing feedback
• Handles discipline and termination of employees in accordance with company policy

Essential Duties & Responsibilities:

• • Implement the Global HR strategy aligned to each business unit’s objectives.
• • Collaborates with senior leadership to understand the organization’s goals and strategy related to the employee life cycle – sourcing to retirement, then designs and implements programming accordingly
  • Liaise with Executives, Directors, and Managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy.
  • Support and coach the management team on all people leadership matters, including business change and transformation.
  • Form strong and collaborative relationships with the management team
  • Partner the management team to project manage organizational and procedural changes within the business.
  • Ensure legal compliance as pertains to all employment laws/regulations and company policies, staying abreast of changes in relevant employment labor laws and their application, and modifying policies accordingly.
  • Oversight and development of employment offers and contracts, ensuring consistency and compliance.
  • Oversees/administers disciplinary matters, disputes and investigations, performance and talent management, productivity, recognition and morale, and training and development for all constituents under his/her purview.
  • Develops and administers departmental budget
  • Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, and talent management; and applies this knowledge to communicate changes in policy, practices and resources to upper management.
  • Lead the work to regularly review the company's talent management processes within the business areas, including performance/potential management, resource planning and succession planning.
  • Deliver and report on the employee engagement survey to ensure feedback from employees is collated, interpreted correctly, and acted upon timely to help improve employee experience.
  • Performs other duties as required.

Required Knowledge, Skills & Abilities:

• • General leadership and management of a team, including staff development and management of staff workload
  • Organization and prioritization
  • Design and implementation of HR programs and policies
  • Coaching and mentoring
  • Knowledge of federal and relevant state employment laws including but not limited to ADA, EEO, FMLA.
  • Working knowledge of MS Office applications
  • Ability to deliver presentations and experienced in public speaking and training
  • Problem solving
  • Recruitment and selection
  • Innovation and continuous improvement
  • Employee relations and investigations
  • Ability to make autonomous decisions related to the support and service of client group

Education & Experience:

BA/BS required. PHR/SPHR/CP/SCP certification and/or MBA preferred

Experience in a Professional Services firm or supporting a high-volume Sales organization

Benefits:

This position includes a competitive salary, paid vacation, holidays, and full health benefits including medical, dental, life, disability and a 401(k) plan with company match.

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories.