Human Resources Manager

This position primarily serves as a strategic business partner developing, facilitating, and overseeing programs to drive the HR Strategies and Company initiatives for the following Global Supply Chain Functions: Engineering, Supply Chain Planning Architectural, Supply Chain Planning Industrial, Procurement and Finance. The HR Manager also serves as an employee advocate to ensure appropriate resolution of concerns and drives employee engagement. The HR Manager supports the HR Director in the execution of HR policies, processes, and procedures.

Job duties include contact with other employees and access confidential and proprietary information and/or other items of value, and such access may be supervised or unsupervised. The Company therefore has determined that a review of criminal history is necessary to protect the business and its operations and reputation and is necessary to protect the safety of the Company's staff, employees, and business relationships

CORE RESPONSIBILITIES AND TASKS

EFFECTIVE BUSINESS PARTNER:

• Partner with business leaders to execute Company Initiatives.
• Support functional stakeholders to achieve organizational and functional goals.
• Effectively communicate, build relationships and partner with key Business Leaders, Subject Matter Experts and Division Representatives.
• Lead and drive Company, Division, and Regional initiatives and programs.
• Assist business leaders with organizational design and developing structures that support the needs of the business.
• Support business leaders through management of organizational change.

EMPLOYEE RELATIONS:

• Promote and maintain positive employee relations in a safe and productive work environment.
• Communicate accurately and appropriately with other employees/vendors in a timely manner.
• Administer and enforce HR policies and procedures and make recommendations for change as needed.
• Ensure compliance with all national, regional and local laws and regulations.
• Accurately complete reports in accordance with appropriate legal documentation (AAP, Adverse Impact, Annual Wage Survey, Disability, FMLA, Compensation, Benefits, EEOC, OSHA, Terminations, etc.).
• Investigate, mediate and resolve employee concerns and/or team conflicts.

EMPLOYEE ENGAGEMENT:

• Manage employee events (recognition, fundraisers, volunteer programs, etc.) as needed.
• Institute programs and events that encourage high levels of employee engagement and focus on retention. Work with business leaders to implement programs on their teams (i.e., engagement survey, focus groups, employee committees, etc.)
• Lead the Employee Engagement Survey for the groups supported, conduct focus groups and work with business leaders to develop and execute action plans.

RECRUITMENT AND ONBOARDING:

• Partner with the Talent Acquisition team and business leaders to identify and define open positions, discuss the needs of the department and determine a staffing solution to meet business needs. Work with business leaders to create and revise job descriptions as needed.
• Manage steps throughout recruiting process including, but not limited to, conducting interviews and making hire decisions and/or recommendations to hiring managers.
• Review and approve all offers partnering with Compensation as needed.
• Ensures that key positions are being filled by qualified talent and aligned with diversity initiatives/ goals.
• Ensure employees complete onboarding as they transition into new positions.

TALENT MANAGEMENT:

• Coach/guide/counsel career and leadership development of subordinates.
• As HRBP, lead talent management process for organization under their support
• Partner with business leaders to develop succession plans. Analyze data (e.g. turnover, retirements, etc.) to create plans that address any talent gaps identified.
• Support enterprise-wide learning and development initiatives and work with business leaders to identify learning opportunities for their teams.

PERFORMANCE MANAGEMENT:

• Write annual performance appraisals for subordinates and deliver along with goals and objectives (if applicable)
• Administer Progressive Discipline techniques when necessary.
• As HRBP, lead performance management process for organization under their support
• Coach managers through performance related issues. Assist in administering Progressive Discipline techniques when necessary.
• Lead the performance management process for organization under their support
• In partnership with leadership, help create Performance Improvement Plans

INCLUSION & DIVERSITY:

• Support the Enterprise, Group/Division & Department level Inclusion & Diversity initiatives
• Support Employee Resource Groups and provide guidance and counsel as needed
• Partner with the Talent Acquisition team to identify diversity recruitment resources
• Provide training & education on Inclusion & Diversity Initiatives

POSITION REQUIREMENTS

FORMAL EDUCATION:

Required:

• Bachelor's Degree or equivalent academic Degree

Preferred:

• Master's Degree or equivalent academic Degree
• Focus in Human Resources or business related field

KNOWLEDGE & EXPERIENCE:

Required:

• Must have a minimum of 4 years of previous experience in Human Resources or related field

Preferred:

• HRBP experience
• SHRM or HRCI professional certification
• Experience providing HRBP support to Functional Groups

Travel: 10%