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

Director, Human Resource – Integrated Electronics Operations

Scope

The Director, Human Resources – Integrated Electronics (IE) Operations leads the Talent Agenda across 5 Integrated Electronics manufacturing sites across the US. In partnership with VP Operations, IE, the incumbent will develop and execute IE’s human resource and talent strategy in support of business objectives. Through the leadership of the site HR leaders and in partnership with our HR Centers of Expertise (COE’s), the role will direct all aspects of IE’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 Lead HRBP – Global Operations and operationally into the VP Operations, IE.

Job Summary

The Director HR – IE Ops will be a key member of the IE Leadership Team. 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.  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 Director, HR – IE Ops will 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 IE initiatives in talent, performance and other priority focus areas as prioritized by IE and 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. As a leader on the NA HR Team, 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 responsiveness, accountability and customer centricity. Lead, Coach and develop a team of 5 HR Managers and 4 HR Generalists, 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 means/programs to acquire, motivate and retain critical resources. 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. 7 + years of experience in handling the full spectrum of HR disciplines in manufacturing; experience in multi-state/site operations. Professional certification by either the Human Resource Certification Institute (HRCI) or Society for Human Resource Management (SHRM) strongly preferred. Sound knowledge of U.S., NY, NH, CT and CO employment laws and their implications in HR management. Labor Union experience preferred. A dynamic professional with strong business acumen and executive presence. Well organized, able to handle details accurately. 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. Manufacturing background is a must. Employee relations experience is critical. Aerospace and Defense industry experience preferred. 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.

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. 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. 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. 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. 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. Champion of employee professional development within his/her team, business groups, and the organization at-large; coaches managers. 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. 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. Dealing with Trouble - Fearlessly takes on all issues, challenges, and people; comfortably confronts and works through conflict; delivers negative feedback and messages without hesitation; deals promptly and fairly with problem performers; lets everyone know where they stand; thrives in crises and is energized by tough challenges; not afraid to make unpopular decisions and take immediate action; challenges the status quo. Inspiring Others - Is skilled at getting individuals, teams, and an entire organization to perform at a higher level and to embrace change; negotiates skillfully to achieve a fair outcome or promote a common cause; communicates a compelling vision and is committed to what needs to be done; inspires others; builds motivated, high-performing teams; understands what motivates different people. Acting with Honor and Character - Is a person of high character; is consistent and acts in line with a clear and visible set of values and beliefs; deals and talks straight; walks his/her talk; is direct and truthful but at the same time can keep confidences.

Work Location

This is a hybrid role and must be able to work out of one of our IE plants (Denver, CO; Farmingdale, NY; Syracuse, NY; Stafford Springs, CT; Salem, NH) and ready to travel for business needs frequently.

Disclaimer:  The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Compensation and Benefits:

TTM offers a variety of health and well-being benefit programs. Benefit options include medical, dental, vision, 401K, Flexible Spending Account, Health Savings Account, accident benefits, life insurance, disability benefits, paid vacation & holidays. Benefits are available 1st of the month following date of hire.

Compensation for roles at TTM Technologies varies depending on a wide array of factors including but not limited to the specific office location, role, skill set and level of experience. As required by local law, TTM provides a reasonable range of compensation for roles that may be hired in New York, California and Colorado. For California-based roles, compensation ranges are based upon specific physical locations.

Export Statement:
Must comply with TTM Export Control Policies and Procedures and all applicable laws including ITAR, EAR and OFAC including but not limited to: a) being able to identify ITAR product on the manufacturing floor and understand that access to these products and related technical data is restricted to only US Citizens and US Permanent Residents; b) recognition of  Foreign Person visitors by badge differentiation; c) understand and follow authorization procedures for bringing foreign visitors into facilities (VAL); d) understand the Export and ITAR requirements for shipments leaving the US; e) manage vendor approvals for ITAR manufacturing and services.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability or protected veteran status.