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A medical device company has reached a stage of growth where they are looking to top grade some key management positions and begin the process of making the company lean.  The VP of Human Resources is seeking a Human Resource Manager that will support manufacturing.  The company’s human resource staff is divided into two units: one which supports the administrative side of the company and a second which is located in the manufacturing division and works independently from the main human resource offices.  The successful candidate must be self motivated and have a broad range of general skills. Candidates should have experience working for a manufacturer and experience in recruiting, training, benefits and compensation.

How the search was conducted:

As a member of SHRM nationally and of the local chapter, we were able to review many candidates based on first hand knowledge of skills and background.  We executed a search in our multiple databases and posted the position on two major job boards and in several Linkedin groups. We also conducted traditional vertical and horizontal specialized recruiting as part of our search. After accumulating and reviewing resumes of potential candidates, we narrowed down the search to 20 candidates based on a variety of factors including experience in human resources. Candidates were added to a skill grid which outlined their length of experience and detail of projects they handled in recruiting, training, benefits and compensation.  The VP of Human Resources reviewed the grid and selected 5 candidates he would interview. These candidates were given a test to verify HR knowledge and test scores were added to the grid. Further references were checked on these final five to verify work history and culture fit. Based on the grid, test results and his interviews, the VP of HR narrowed the selection to three candidates which were interviewed by the VP of Manufacturing and members of the management team.  A hiring decision must be made by the end of December.

Based on the candidates below, who do you think should get the job?

Phillip

Phillip has an MBA in Executive Management and is PHR certified.  His recent work has been as a Consultant for six years working with pharmaceutical and financial companies in a generalist role.  He has completed extensive recruiting projects and recently handled the human resource functions during a large merger and acquisition in a pharmaceutical manufacturing area.  He reviewed all corporate policies and procedures and made recommendations to management on standardization and adjustments to create a smooth transition.  He also was responsible for a facility relocation and managed compliance for OSHA and workers compensation.

Kelly

Kelly has completed her Masters Degree in Human Resource Management and has over 10 years of Human Resource experience.  She has been in pharmaceutical and medical device settings for the last four years, supporting the VP of manufacturing.  She managed the day-to-day human resource functions, including benefits administration, policy design, employee relations, compensation plans, staffing, and orientation and training. She incorporated effective recruitment and selection programs which resulted in hiring key individuals and lowered recruitment costs.

Laura

Laura has a BA from Rutgers in Psychology and an Employment Law Certification.  She has over 10 years of Human Resource experience.  Her current job as Director of Human Resources is with a large manufacturing firm.  In this position, she was able to obtain a state grant which was used to roll-out a corporate training program.  She reduced employee cost-per-hire by applying recruiting alternatives, which resulted in large savings when implemented.  She also developed a Variable Compensation and Sales Commission program as an incentive for senior staff.  She has comprehensive knowledge of compliance and legislative issues including EEO, FLSA and COBRA.

Industry Benchmarking

Companies looking for information on human resource issues can go to www.shrm.org , the website for the Society for Human Resource Management (SHRM).  SHRM is the largest professional human resources association and promotes the role of HR as a profession.  The organization provides education, certification, and networking to its members while lobbying Congress on issues pertinent to labor management.

Through SHRM, the HR Certification Institute offers three certificates for HR managers:

1. Professional in Human Resources (PHR)
2. Senior Professional in Human Resources (SPHR)
3. Global Professional in Human Resources (GPHR).

In addition to testing, SHRM also offers courses to help prepare for the exams.

Human resource professionals can keep up on current issues affecting the industry and network with peers at local chapter meetings.