At SMA America, we believe in Energy that Changes. Since 1981, SMA has been developing innovative solar technology with a purpose -- making the installation, operation, and maintenance of photovoltaic power plants simpler, more reliable, safer and more cost effective. In the meantime, we’ve also been collecting awards as a great place to work, providing growth opportunities to our employees, and challenging conventional thought.

Purpose of the position

The Vice President of Human Resources will play a pivotal role in driving the people strategy to support the overall business objectives and organizational development. This position requires a strategic and forward-thinking HR leader who is excited by business partnering, fostering a culture of collaboration, innovation, and employee development.

The Vice President of Human Resources will be a strategic leader responsible for driving the human resources function in alignment with organizational goals. This role requires the Vice President of Human Resources to develop and implement HR strategies that foster a positive organizational culture, attract top talent, and enhance employee engagement.

Furthermore, the Vice President of Human Resources will serve as a member of the U.S. Management Team.

Primary duties / responsibilities

Strategic HR Leadership & Business Partnering

  • Collaborate closely with the leadership team to understand business goals and align HR strategies to support organizational objectives.
  • Provide strategic HR guidance to department heads, fostering a proactive partnership to address business challenges and capitalize on opportunities.

Organizational Development

  • Lead initiatives to enhance organizational effectiveness, including talent development, succession planning, and change management.
  • Drive a culture of continuous improvement and innovation, promoting an environment that supports the organization's growth and agility.

Talent Acquisition and Retention

  • Develop and implement talent acquisition strategies to attract top-tier talent, ensuring a diverse and inclusive workforce.
  • Design and execute retention programs that foster employee engagement and career development.

Employee Relations and Engagement

  • Implement employee relations strategies that create a positive and inclusive work environment.
  • Foster a culture of employee engagement through effective communication, recognition programs, and initiatives that enhance employee well-being.

Performance Management

  • Oversee the design and implementation of performance management processes, ensuring alignment with organizational goals and individual development plans.
  • Provide guidance on performance improvement plans and talent development initiatives.

Learning and Development

  • Develop a comprehensive learning and development strategy to build a high-performance culture.
  • Identify training needs, implement development programs, and measure the impact on employee growth and organizational success.

Total Rewards and Benefits

  • Oversee the design and administration of competitive total rewards and benefits programs.
  • Ensure that compensation and benefits strategies attract, retain, and motivate top talent.

Diversity, Equity, and Inclusion (DEI)

  • Drive DEI initiatives to create an inclusive and diverse workplace.
  • Implement programs that promote diversity, equity and inclusion at all levels of the organization.

HR Compliance and Risk Management

  • Stay abreast of legal and regulatory requirements, ensuring HR policies comply.
  • Implement risk management strategies to mitigate HR-related liabilities.

Strategic Workforce Planning

  • Lead strategic workforce planning initiatives to anticipate and address talent needs.
  • Collaborate with business leaders to align workforce planning with business goals.

Other duties as may be assigned or required.

Required relevant professional experience (type / duration)
  • Proven experience as an HR leader in a strategic capacity.
  • Strong business acumen and the ability to translate business goals into HR strategies.
  • In-depth knowledge of HR practices, employment law, and regulatory compliance.
  • Excellent interpersonal and communication skills.
  • Demonstrated ability to lead and inspire teams toward achieving organizational objectives.
  • Advanced degree in Human Resources, Business Administration, or a related field.

Other specialized skills
  • Experience with an industrial company within a matrix function, preferably in a multifunctional environment within the renewable energy sector or similar industries.  
  • Strong interpersonal, communication and leadership skills as well as emotional intelligence and demonstrated ability to motivate, build trust, gain support, and instill accountability in line with SMA’s values and leadership principles. 
  • Excellent communication skills as well as intercultural competence
  • Strong entrepreneurial spirit and a willingness to roll up his or her sleeves and act with a problem-solving mindset.
  • Proficiency in the English language, both written and verbal, is required.
  • Basic skills in Microsoft Office Suite (Outlook, Word, PowerPoint, Excel) required.
  • German and/or Spanish language skills are a plus.
  • This position will require some domestic and international travel.

The salary range for this position is $162,000 - $225,000 annually.

Our EEO Policy 

We are an equal opportunity employer and we make our employment decisions on the basis of merit and without regard to one’s race, color, creed, sex (includes gender, pregnancy, childbirth and related medical conditions), gender identity, religion, marital status, age (over 40), national origin or ancestry, physical or mental disability (includes HIV/Aids), medical condition (cancer, genetic characteristics), veteran’s status, sexual orientation, or any other consideration made unlawful by law.

In accordance with applicable law protecting qualified individuals with known disabilities, SMA will attempt to reasonably accommodate qualified applicants with known disabilities, unless doing so would create an undue hardship on SMA. Any qualified applicant with a disability who believes he or she requires an accommodation in order to perform the essential functions of the job for which he or she is applying should identify the accommodation(s) needed in the application.

Our Privacy Policy

During your job application or recruitment process with us: (a) SMA may collect your personal information directly from you, such as when you submit your application and resume on our online portal or when you have job interviews with us. We may also obtain your personal information from third parties, including but not limited to your former employers, background or employment check service providers or third-party recruiters; and, (b) SMA may use or process applicants' personal information for relevant purposes including but not limited to general communications with you, identity verification, background or employment checks, determination of eligibility, and making hiring decisions. For successful job applicants who become SMA’s staff, we may retain and integrate your personal information collected during the recruitment process into your records at SMA. For unsuccessful job applicants, [SMA may retain your application for internal records or for future recruitment purposes].

If you are a California resident, you have specific rights regarding your personal information under the California Consumer Privacy Act of 2018, as amended including by the California Privacy Rights Act of 2020, and its implementing regulations (the “CCPA”). This Company Personnel and Covered Individuals Privacy Notice for California Residents issued by SMA is applicable to you and explains your CCPA rights and our collection, use or disclosure of your personal information.

If you have any question regarding our privacy policy, please contact us at US_DataPrivacy@sma-america.com

 

 

 

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