Scentsy Family is a rapidly growing, international party

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Scentsy Family is a rapidly growing, international party-plan company specializing in industry-leading
fragrance products through its Scentsy Fragrance brand, easy Belgian chocolate fondue known as Velata,
and personalized bags and accessories through the Grace Adele style system. Headquartered in Meridian,
Idaho, the company has grown through social shopping and in-home parties throughout the U.S., Canada,
and Puerto Rico, and has recently expanded its borders into select European markets.
At Scentsy, we're a family. We're honest, hardworking, and fun. We offer each other support and strive to
give everyone the best opportunity to grow and be challenged. Our employees understand the essential
value of our products and strive to add value to the Scentsy Family Brands by contributing more than we
take. We recognize the importance of working together as a team and view each employee as an
extension of our own families.
Job Title:
Head of Human Resources
Date:
4/29/2014
Job Summary: The primary responsibilities of the Head of HR are to provide leadership in developing and executing human resources
strategy in support of the overall business plan. In addition, this person will help develop the strategic direction of the organization in
the areas of succession planning, talent and change management, organizational and performance management, training and
development, and compensation.
Essential Duties and Responsibilities:
 Establish and implement Human Resource(HR) efforts that effectively communicate and support the organization’s strategic
vision
 Develop Human Resource initiatives and strategies to support achievement of the company’s overall business objectives
 Function as a strategic business advisor to the executive team and leadership of each department regarding key
organizational and management issues
 Extensive experience managing complex employee relations issues, including claims of harassment, and discrimination and
Equal Employment Opportunity (EEO) complaints or investigations
 Develop comprehensive recruiting and retention plans to meet human capital needs and company goals
 Develop and implement comprehensive compensation and benefit plans that are competitive and cost effective for the
organization
 Provide overall leadership and guidance to Human Resource functions by overseeing talent acquisition, career development,
succession planning, retention, training, leadership development, compensation, and benefits
 Direct the compensation and performance processes to competitively attract, reward, and retain employees
 Oversee talent acquisition, new hire orientations, terminations, and open enrollment initiatives
 Create Human Resource related policies and procedures
 Consult with department heads for planning and reporting functionality
 Work with executives to establish a sound plan of management succession that corresponds to the strategy and objectives
of the Company
 Promote a culture of high performance and continuous improvement that values learning and a commitment to quality
 Strategically and tactically evaluate and implement sophisticated Human Resource related programs and initiatives
Additional Duties and Responsibilities:
 Establish and monitor staff performance and development goals, assign accountabilities, set objectives, and establish
priorities
 Manage staff by selecting, orientating, training, coaching, counseling, and developing personal growth opportunities for
employees
 Responsible for supervising employees which includes; hiring, terminating, demoting, performance appraisals, disciplinary
actions, and other employee related functions
 Mentor and develop staff using a supportive and collaborative approach on a consistent basis
 Ensure compliance with Federal and State employment laws and practices
 Perform all other assigned tasks and requirements as needed
Expectations:
 Expected to be a critical driver of success
 Strong developer of direct reports, hands-on teacher, planner, executer, and a steward of culture
 Promote a culture of high performance and continuous improvement that values learning and a commitment to quality
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Adhere to all established procedures, policies, and safety rules as outlined by the Company
Expected to work 40 hours per week; some overtime may be required
Occasional travel may be required to implement strategic human resource initiatives approximately 15-25%
Knowledge, Skills, and Abilities:
 Human Resource leader with strong business partnership background and current knowledge of emerging HR trends and
practices
 Ability to work with a variety of organizational leadership to build consensus around HR strategy and tactics
 Ability to attract and retain outstanding talent and assemble and motivate high performance teams
 Well-versed at helping to drive change and shape an organization’s culture
 Strong talent strategy and organizational design background
 Proven HR Executive knowledge and skills, with a broad understanding of all the technical and functional components of HR
including: recruiting, organizational and leadership development, talent management, compensation, benefits, Human
Resource Information Systems (HRIS), strategic planning, employee relations, and training and development
 Unquestioned integrity and ethics combined with the professional credibility and accountability to command respect and
engender confidence across the organization
 Ability to bring immediate credibility to the human resources functions through professional qualifications and leadership
skills as well as produce the highest levels of integrity
 Superior interpersonal communication and presentation skills as well as proven organizational skills are required
 Deep human resource functional expertise –both strategic and technical
 Effective CEO and peer coach and ability to assess and lead management team development
 Strong business acumen and viewed as a trusted and effective business partner across the organization
 Must have working knowledge of computers and all applicable software including Microsoft Office Suite and HRIS
 Work is generally sedentary in nature, but may require standing and walking up to 10% of the time
 Ability to frequently read, comprehend, write, perform basic mathematic calculations, communicate orally, and reason and
analyze
 Ability to occasionally bend, squat, stand walk, push and pull, and perform manual dexterity
 Ability to occasionally lift 20+ pounds
 Ability to work at a computer station and view a computer screen for extended periods of time
Job Location:
Meridian, ID
Reports To:
President and CEO
Department:
Human Resources
Sub-department:
Human Resources
Employment Status:
Full-time
Manages Others:
Yes
FLSA Status:
Exempt
Salary Range:
[insert]
Career Level:
Executive
Experience Required:
10+ years of HR or consulting
experience in a high-growth, fast-paced,
and changing environment
(i.e. intern, entry level,
management, mid-level)
Demonstrated background in talent
management and leadership
management
Proven leadership experience and track
record of success in leading an HR
function (setting the vision, building,
leading and motivating the team) in a
dynamic, high growth environment
where management of complex and
often conflicting requirements is a
critical driver of success
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Degree/ Education
Required:
Bachelor's Degree in Human
Resources, Organizational
Development, or an equivalent
degree; Master’s degree preferred
Certificates/ Licenses
Required:
PHR(Professional in Human Resources)
or SPHR (Senior Professional in Human
Resources) certificate preferred
This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are
required of the employee.
Employee Acknowledgement:
Employee Name:
Date:
Employee Signature:
Supervisor
Signature:
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