Human Resources Manager II

Human Resources Partnership

• Collaborative business partner to managers and supervisors at the site, providing subject matter advice and coaching as appropriate across all aspects of human resources processes
• Collaborate with Operations Leadership Team in development and execution of performance management, career and individual development as well as positive employee relations strategies consistent with company core values; comply with legal requirements and promote positive employee relations
• Coordinate and monitor all compensation, benefit, talent systems and practices to ensure consistent application within corporate guidelines in a firm, fair and consistent manner · Provide proactive guidance and counsel to the business on employee relations matters, coordinating legal activity with Corporate Legal and outside counsel
• Champion employee engagement action plans in response to employee engagement survey; proactively develop and monitor employee engagement action plans and key indicators of employee engagement (i.e., turnover, internal movement, etc)
• Manages performance management for assigned employees; coaches and supports functional leaders in addressing performance issues and employee relations issues promptly. Address performance & employee relations issues promptly
• Serve as change management partner to businesses with emphasis on business process improvement, collaborating on change management to support development and implementation

Organizational Effectiveness:

• Actively engage with Talent Acquisition Partners, department managers, and hiring managers to ensure TA and onboarding processes for site and KPIs are meeting expectations of the organization; collaborates with Talent Acquisition Partners on strategy to develop diverse (hourly and salaried) talent pipelines to meet both short- and medium-term needs across the organization
• Collaborate with leadership team to optimize organization design to achieve business objectives inclusive of but not limited to operations key performance, productivity, customer service, and quality objectives
• Collaborate with leadership team in identifying opportunities in employee engagement, work collectively to preserve positive employee relationship in non-union facility.
• Collaborate, support, and deliver organization transformation and training initiatives ranging from front line to leadership development programs (i.e.,Pilots, Primary Interventions)

Talent & Organizational Development

• Coach and support Operations Leadership team in the execution of the company lead Talent Management Life Cycle inclusive of Performance Management, Merit Planning, Succession Planning, etc.
• Collaborate with Sr. HR Manager providing voice of functions to assist with identification, prioritization and development for human resource programs, policies and learning and development activities aligned with business strategies
• Coach assigned client groups on execution of company annual compliance requirements (Training, AAPs); support the execution of national training; identify and develop location needs; collaborate with HR Director for support

Key Competencies and Attributes:

• Demonstrated ability to lead in a matrixed and highly collaborative environment to influence change and core processes
• Confidence in dealing with ambiguity; bringing different perspectives to light and rallying others to aligned goals and objectives
• High degree of business curiosity; quick learner with a proactive and agile mindset
• Optimistically look toward future for opportunities to innovate and improve
• Self-motivated with a strong ability and confidence to operate with autonomy, gaining and keeping organization stakeholder alignment
• Ability to gather data, analyze and interpret data, and set action plans based on the analysis (i.e. Turnover root cause analysis)
• Ability to evaluate and provide input into organization development, collaborating with business leaders to bring about individual and departmental growth
• Understanding of change management and ability apply change management concepts and tools
• Ability to manage projects and interface directly with multiple stakeholders
• Strong verbal and written communication skills and ability to effectively communicate at all levels
• Demonstrated ability to understand the organizational impact in decision making; see the big picture and distil it into action plans
• Ability to maintain a high level of confidentiality.

Education/Experience

• Bachelor’s degree in human resources, Labor Relations, Business Administration, or related field required; master’s degree preferred
• 7+ years of increasing experience and accountabilities within a manufacturing environment- multi site or complex site strongly preferred
• Non-Union manufacturing experience support required
• SHRM- CP/SCP preferred but not required
• Continuous Improvement certification (Six Sigma) preferred but not required

Skill & Abilities

• Demonstrated ability to work with a variety of people, mediate, persuade, and influence managers at all levels.
• Must have a solid understanding of the business and the environment they operate in.
• Demonstrated understanding of employment law.
• Strong verbal and written communication skills and ability to effectively communicate with all levels of employees.
• Ability to maintain a high level of confidentiality.