Headquartered in Markle, IN, Novae is the leading manufacturer of open and enclosed trailers and truck bodies in North America, operating 13 distinct brands including Midsota®, CAM Superline®, Sure-Trac®, Cargo Express®, Formula Trailers™, H&H Trailers®, LOOK®, Pace American®, Impact, Compass, ITI Cargo™, and Aluma. Founded in 1995, Novae has more than 1,500 employees and more than 20 manufacturing facilities across the U.S. Novae maintains an active dealer network of more than 1,000 partners.
The company is uniquely positioned to grow its current revenue of $500M based on its multi-brand offerings that encompass multiple market verticals. The Company enjoys a strong market position and there is a significant opportunity to implement an accelerated growth agenda, while implementing management processes, systems, and approach that leverage existing assets, positions and investments.
For this next phase of growth, the company has transitioned from a founder-driven to a professionally managed enterprise, supported by a well-rounded board. The business has a defined Operating Agenda that focuses on Growth and Margin improvement while introducing multiple new-to-the-industry practices.
Novae, from its very inception, has had a strong focus on growing its business and people together. Its approach is 1 to offer quality products with great service, deal fairly with people, and recognize that suppliers, employees, community and customers are all important to success. Novae’s purpose is to create opportunities for people to make their lives better and to leave a legacy of positive impact.
Brightstar Capital Partners: In December 2021, Brightstar Capital Partners ("Brightstar"), a well-respected private equity firm focused on partnering with families, founders, entrepreneurs, and management teams, completed its acquisition of Novae LLC in partnership with the Company's founders and senior management team. Subsequently, the business acquired the enclosed trailer businesses of Mirage and Look.
HR Organization: This role includes leading a team of over 20 HR resources and professionals including VP, HR; Regional HR Business Partners, HR Managers, Generalist and Coordinator. There are several site Administrative Assistants that have dual responsibility for HR activities.
KEY RESPONSIBILITIES
Reporting to the Chief Executive Officer, Novae’s Chief Human Resources Officer will be a key member of the company’s executive leadership team. This executive will oversee all aspects of human resources, including talent management, succession planning, talent acquisition, diversity, equity and inclusion, organizational development and effectiveness, employee relations, HR systems, governance and processes, HR analytics, and total rewards. The new CHRO is expected to contribute and have opinions beyond the boundaries of human resources, while functioning effectively across the business at all levels.
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Key Outcomes to build a business and function ready to scale and Evolve the organization structure and skillset towards digital and lean-enabled skills and processes that enable a geographically distributed organization to pull in one direction with a shared/common set of skills and tools. In doing so, recognize the channel requirements of brand-specific interaction, as well as a widely dispersed set of roles from blue-collar to white-collar.
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Partner with Sales to create a winning customer organization. This includes talent attraction, upskilling, sales training and measurement.
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Enable and evolve the leadership team to accomplish a successful business transformation to 2X sales, utilizing the multi-brand/multi-location asset base for efficient scaling.
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Establish a management process for hiring, training, engaging, evaluating, compensating, and retaining Novae’s hourly workforce that generates a competitive advantage.
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Evaluate and partner with the CIO on functional processes, skillsets, and compensation with an intent to re-engineer the organization through digital and lean SGA methodology.
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Ensure that the leadership team has the data, analytics and technology/systems it needs to make key people decisions. Replicate the success of existing unified ERP in the HR space.
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Establish (define and implement) an enhanced cultural framework that emphasizes a team working towards a common purpose.
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Maintain and continue to develop an HR organization that is business and solutions-oriented and in alignment with the broader company and that delivers operating efficiency, employee advocacy, and compliance. Continue building a leading HR function with progressive tools will be necessary to realize the full investment thesis.
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Position the company towards a change of ownership through demonstrated strength of people resources, processes, and step-up pipeline (i.e., bench strength).
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Establish strong working partnerships with all key stakeholders, including the Chief Executive Officer, Executive Team, and the Board.
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Actively participate in due diligence and M&A integration efforts.
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Stay current on evolving regulatory influences on management, policies, processes, and practices. Ensure that the company complies with all applicable laws and regulations. Ensure the company continues to have a quality and safety culture.
PROFESSIONAL EXPERIENCE/ QUALIFICATIONS / ATTRIBUTES
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Proven HR Leadership experience for a growing midsize PE-backed or publicly traded B2B manufacturing company with 2,000+ employees. Proven track record and ability to implement the agenda above at pace. Experience working with owners/founders/family-owned and operated companies.
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In addition to recent CHRO experience or as a “ready now” number two HR executive, earlier experience working in an “HR Academy” company, where they have been exposed to Best-in-Class HR practices is highly desirable; knows what good HR programs, policies, systems look like at scale and can apply them in a growing organization.
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Confidant to a CEO and senior executive team across all facets of human capital, business strategy and culture in a high growth B2B manufacturing environment.
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A performance history of building, developing and leading a respected and business-oriented HR team.
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Organizational Design & Effectiveness. Experience designing an effective company structure to meet current and future business needs; and ensure the organization is structured the right way and performing as desired. Six Sigma a plus.
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Be a visible leader who connects with people at all levels. Has ability to and interest in traveling frequently to Novae’s sites, taking the pulse of the organization and getting deep and real-time understanding of the operations and employees.
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Track record of building a company’s talent development and talent acquisition functions resulting in strong engagement, improved retention, a desirable and effective culture, and the talent required to meet the company’s strategic business outcomes.
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Experience revamping compensation and benefits programs for a company with a significant front-line manufacturing workforce.
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Proven experience in due diligence and merger integration activities at all stages.
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Track record of effectively working with a Board and/or PE investors a plus. Track record of “operating at pace” required.
Significant experience in manufacturing, labor relations and positive employee relations is key.
ADDITIONAL CHARACTERISTICS
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Travel up to 30% as needed.
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Industrial Distribution/Retail highly preferred
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Given the relative immaturity of the industry with regard to value levers, be bold in blazing the trail, while carrying key constituents along.
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Collegial and collaborative, but also determined and focused. Gets things done without creating unnecessary noise and conflict.
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Eager to work through the current transformation and then under the next owner the subsequent transformation.
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North America expertise, including Canada and Mexico
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“Practical process” focused – gets results by changing the systems and processes people work within.
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“Midwestern values” that mirror Novae’s workforce and customer base; not a “cuff link” or “intellectual” but a hands-on practical leader.
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Daily on-site presence in Markle IN is required.
EDUCATION
Bachelor’s degree required. Advanced degree preferred.
