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Daramic, LLC

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 About Us
 
 
 
 
 For over 90 years, Daramic, LLC has led the way in developing new and innovative technology for the lead battery market. With headquarters in Charlotte, North Carolina, USA&mdash;Daramic is a global leader in supplying high performance polyethylene and phenolic resin-based battery separators to the lead battery industry.
 
 
 
 
 
 
 
 Daramic operates 7 manufacturing facilities and 7 sales offices globally. Each facility is strategically located, ensuring continuity of supply, short lead times and fast service. Daramic is also committed to delivering unsurpassed expertise in advanced separator technology. Three Centers of Innovation in Owensboro, Kentucky, Norderstedt, Germany, and Gujarat, India serve as the central hubs for our scientists, industry experts and service technicians &ndash; all of whom have valuable industry-specific experience. Our team&mdash;combined with state-of-the-art product development, material analysis, pilot manufacturing and testing facilities&mdash;can serve as an extended resource for your technical team. Customizing products to meet specific needs, or providing assistance with field support, Daramic&rsquo;s Centers of Innovation are available to you.
 
 
 
 
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 Reporting Relationships
 
 
 
 
 Directly reports to the Chief Executive Officer and leads a team of human resources professionals around the work.&nbsp;This role also collaborates with the executive leadership team.
 
 
 
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 About the Role
 
 
 
 
 The SVP, Human Resources serves as a strategic advisor and operational leader to the CEO and executive leadership team, shaping a high-performance culture and scalable people strategies across a global manufacturing organization of approximately 1,100 employees operating in 7 manufacturing facilities, 7 sales offices and 3 innovation centers. Reporting to the CEO, this role leads the full HR agenda&mdash;talent, total rewards, employee relations, labor strategy, organizational effectiveness, leadership development, HR operations, and ethics/compliance&mdash;while acting as a trusted voice of accountability and values (&ldquo;conscience of the organization&rdquo;) to ensure decisions align to culture, risk, and long-term value creation.
 
 
 
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 Required Skills/Abilities
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Expectation of 25% travel (domestic and international)
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Expertise in using multiple HR disciplines to effectively lead through an acquisition
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Proven track record in leading a global HR team adept at handling multiple competing priorities in changing environment
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Strategic thinker with ability to influence at board level
 
 
 
 
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 Key Responsibilities
 
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 &middot;&nbsp;&nbsp;Executive partnership &amp; counsel: Serve as a core member of the executive leadership team, providing candid, data-driven guidance on organization health, leadership effectiveness, culture, risk, and change readiness.
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;Global people strategy: Develop and execute an enterprise HR strategy aligned to business priorities and operating model across 7 countries, balancing global consistency with local requirements.
 
 
 
 
 &middot;&nbsp;&nbsp;Organizational design &amp; culture: Lead organization design, workforce planning, job architecture, and culture shaping efforts to enable scalability, agility, and accountability.&nbsp;Foster a high-performance, safety-first culture across manufacturing sites
 
 
 
 
 &middot;&nbsp;&nbsp;Talent &amp; leadership: Build end-to-end talent systems (attraction, assessment, succession, performance management, and leadership development) that strengthen the leadership pipeline and elevate performance.
 
 
 
 
 &middot;&nbsp;&nbsp;&nbsp;Employee relations, ethics &amp; compliance: Oversee employee relations, investigations, policy governance, ethics program support (in partnership with Legal), and compliance with applicable employment laws and regulations across geographies; partner closely with Legal and Operations.
 
 
 
 
 &middot;&nbsp;Compensation &amp; benefits: Set total rewards strategy (compensation, incentives, benefits) that supports pay-for-performance, retention, and global competitiveness.
 
 
 
 
 &middot;&nbsp;HR operating model &amp; execution: Drive operational excellence through HR processes, analytics, technology, shared services/COE design (as applicable), and measurable service levels; remain a hands-on &ldquo;doer&rdquo; where needed.
 
 
 
 
 &middot;&nbsp;Manufacturing/plant partnership: Partner with plant and operations leaders to support workforce planning, labor strategy, performance and attendance expectations, safety culture, and engagement in a manufacturing environment.
 
 
 
 
 &middot;&nbsp;&nbsp;M&amp;A and integration: Lead people due diligence, culture and org assessments, and integration planning; unify organizations with differing structures and practices into a coherent operating model.
 
 
 
 
 &middot;&nbsp;&nbsp;Board partnership &amp; presentations: Partner with the CEO and Board of Directors; prepare and deliver regular presentations on executive compensation, incentive programs, broad-based pay strategy, and ethics/organizational integrity topics (including key risks, trends, and mitigation actions).
 
 
 
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 Candidate Requirements
 
 
 
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 Education
 
 
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 &middot;&nbsp;&nbsp;Bachelor&rsquo;s degree in business, HR or related field is required.&nbsp;
 
 
 &middot;&nbsp;&nbsp;Master&rsquo;s or advanced degree in Human Resources, Organizational Development, Business, or related field preferred.
 
 
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 Professional experience
 
 
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 &middot;&nbsp;&nbsp;15+ Progressive HR leadership experience with significant time leading multiple HR disciplines (e.g., talent, total rewards, employee relations, HR operations) in complex, multi-site organizations, including international footprint.
 
 
 &middot;&nbsp;&nbsp;Experience partnering with a CEO and presenting to a Board of Directors (or equivalent governance body), particularly on compensation and ethics/culture risk topics.
 
 
 &middot;&nbsp;&nbsp;Demonstrated success as a strategic business partner to senior executives, with a track record of influencing decisions and providing direct, constructive feedback.
 
 
 &middot;&nbsp;&nbsp;Strong organizational effectiveness capability, including org design, change leadership, and culture transformation.
 
 
 &middot;&nbsp;&nbsp;Experience leading workforce initiatives in operational environments (e.g., manufacturing, industrial, logistics, or other field-based settings).
 
 
 &middot;&nbsp;&nbsp;Proven ability to translate strategy into execution&mdash;comfortable rolling up sleeves to deliver outcomes.
 
 
 &middot;&nbsp;&nbsp;Experience supporting growth, transformation, and/or integration initiatives, with disciplined project and stakeholder management.
 
 
 &middot;&nbsp;&nbsp;Strong understanding of cultural nuances and the ability to effectively navigate them while operating a global business and serving customers across regions.
 
 
 
 
 
 
 
 Location and Travel:
 
 
 
 
 This position is based in Charlotte, NC (headquarters) with regular travel to domestic plants and international sites across a 7-country footprint.
 
 
 
 
 
 Daramic is seeking an experienced HR executive to lead the global people strategy for a growing international company (~1,100 employees across 7 manufacturing facilities, 7 sales offices and 3 innovation centers). Reporting to the CEO, the SVP HR will shape culture and organizational effectiveness, build scalable talent and total rewards programs, strengthen plant HR partnership, and oversee core HR operations (payroll, benefits, and HRIS). Experience in a private equity-backed environment is strongly preferred.&nbsp;
 
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Senior Vice President Global Human Resources

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Daramic, LLC

About Company

Senior Vice President Global Human Resources