Director, Human Resources

The Director, Human Resources at Celsius is responsible for overseeing crucial HR functions such as organizational design, employee relations, compensation, benefits, compliance, and performance management. You'll act as a strategic partner to business leaders to ensure alignment of HR strategies with business objectives and foster a high-performance culture.

For the Director, Human Resources position at Celsius, a bachelor’s degree in Human Resources or a related field is required, while a master’s degree is preferred. Additionally, candidates should have over 9 years of progressive HR experience, including at least 3 years in a leadership role, and preferred certifications such as PHR, SPHR, or SHRM-SCP.

In the role of Director, Human Resources at Celsius, you will oversee initiatives that promote employee engagement and ensure a collaborative workplace culture. This involves implementing succession planning and performance management strategies that align with our commitment to innovation and accountability.

Celsius provides a comprehensive benefits package for the Director, Human Resources position that includes medical, dental, and vision coverage, life insurance, long- and short-term disability, generous vacation days, paid holidays, and retirement plans with company matching, among other perks.

Celsius celebrates a diverse and inclusive company culture that emphasizes innovation, accountability, and empowerment. As the Director, Human Resources, you will play a crucial role in shaping this culture, promoting an environment where all employees feel valued and supported.

To enhance employee engagement as Director, Human Resources, I would implement regular feedback mechanisms, foster open communication, and create opportunities for professional development to show employees that their contributions are valued.

In my previous role, I managed a complex organizational change that involved restructuring teams. I facilitated communication between management and staff, ensuring transparency and support throughout the process, leading to a smoother transition.

Aligning HR initiatives with business objectives involves understanding the company's strategic goals, collaborating closely with leadership, and ensuring our HR strategies directly support organizational aims, ultimately driving performance.

I have extensive experience with HR compliance and employment law, including managing audits and ensuring all company policies are aligned with legal requirements. This proactive approach minimises risk and supports a secure working environment.

I believe in a hands-on mentoring approach that encompasses regular feedback, one-on-one check-ins, and collaborative goal setting. This builds a collaborative environment, fostering team growth and development.

Key metrics I consider include employee turnover rates, engagement survey results, time-to-hire statistics, and the effectiveness of training programs. These metrics provide a comprehensive view of our HR function's impact on organizational success.

At a previous company, I presented data-driven insights on the impact of implementing a new performance management system. By clarifying the benefits to both leadership and employees, I successfully gained buy-in to move forward.

Fostering a culture of continuous improvement in HR involves encouraging a mindset of learning, regularly assessing our processes for efficiency, and being open to feedback from employees and leadership for adjustments.

In handling high-risk employee relations situations, I approach with a focus on transparency and fairness, ensuring compliance with legal standards while addressing concerns with empathy and professionalism to resolve issues effectively.

My approach to diversity and inclusion involves creating a recruitment strategy that prioritizes diverse candidates, implementing training on unconscious bias, and ensuring that our workplace culture supports and celebrates diversity.