Human Resources Manager

The Human Resources Manager leads and partners with Human Resources, Global Business Services (GBS), system Subject Matter Experts (SMEs), and business leaders on process, technology, and employee experience to design, build, and improve the employee lifecycle and related requirements within the company either through internal resources or vended external resources.

Provide Human Resources Business Partner and strategic generalist support to an internal client group comprised of multiple functional units in a manufacturing setting.

Oversee delivery of HR partnering activity for change programs at the site. Advise senior leadership on a broad range of issues including HR policies and processes, workforce planning and development, and organizational transformation. Identify HR issues related to short-term and long-term business plans and objectives and then develop and implement initiatives to address those issues.

Assist senior HR leadership as a business partner in engaging and supporting assigned internal client groups and act as a liaison with other functions to ensure the organization effectively attracts, places, develops, and rewards highly competent and successful people.

This role collaborates with business leaders and their teams to ensure that the leadership, organizational structure, and working and management practices are at the optimum level to drive and support the achievement of business objectives.

Principal Duties and Responsibilities:

• Provide pragmatic generalist and technical HR expertise and leadership to enable the delivery of high and sustained business performance and best practice through targeted interventions to support core HR processes including staffing, performance management, compensation administration, career development, leadership development, and succession planning. Serve as an expert on HR processes for client groups.
• Liaise with Talent Acquisition in recruiting for assigned positions, both internal and external. Collaborate with managers to understand the skills and competencies required for positions.
• Collaborate closely with HR Shared Services and Global Business Service centers to blend knowledge of HR processes and best practices to drive business improvement across a diverse internal customer group.
• Perform surveys, benchmarking studies, and research regarding alternative or advanced employment practices used in other businesses. Make appropriate recommendations for change.
• Prepare reports, presentations, business communications, data summaries, and other documents of both a recurring and nonrecurring nature. Perform moderately complex analyses of data to draw inferences or conclusions to drive sound decisions.
• Take a lead role in employee relations activities such as gathering and analyzing data, conducting investigations, summarizing and reporting findings, and recommending and taking employment actions.
• Assist in the development and implementation of HR best practices related to policies, procedures, and processes.
• Support inquiries related to benefits, retirement, compensation, etc. and direct team members to the appropriate internal and external resources.
• Lead HR projects including project development, communications, meetings, tracking, and reporting.
• Partner with business leaders to evaluate and address team member performance and behavior, administer meaningful development and succession planning processes, and ensure best compensation practices.
• Engage in effective conflict resolution with respect to employee relations and performance management issues.
• Assist business leaders by recommending and coordinating appropriate disciplinary or performance improvement actions in matters of rule violations and substandard performance. Attend and participate in employee disciplinary meetings, investigations, and terminations.
• Lead and execute on assigned projects with limited oversight.
• Partner with other functions to ensure compliance with mandatory and non-mandatory training, continuing education, and work assessments.
• Lead and partner with functions and centers of excellence to drive employee engagement and recognition programs.
• Address employment-related inquiries and concerns from team members and leaders, escalating complex and/or sensitive matters to the appropriate parties.
• Maintain compliance with employment laws and regulations.

Expected Areas of Competence (knowledge, skills, abilities):

• Bilingual with the ability to read, write, and speak Spanish and English fluently required.
• Excellent written, presentation, and communication skills with the ability to articulate complex ideas clearly and persuasively to diverse audiences at various organizational levels.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Ability to engage and influence internal business partners and team members at all levels of the organization. Ability to establish relationships quickly with a broad range of constituents. Must possess a collaborative style to work effectively throughout the organization.
• Experience dealing with cultural integration, harmonization of terms and conditions of employment, and complex organizational change in a commercially focused environment.
• Excellent organizational skills including attention to detail to keep accurate records and organize information effectively and efficiently.
• Excellent time management skills with a proven ability to meet deadlines.
• Demonstrated history of taking initiative, meeting commitments, and assisting in the creation of new tools or solutions to achieve business results.
• Proven track record of effective process management and improvement.
• Ability to tolerate ambiguity, handle multiple priorities, and identify creative solutions to problems.
• In-depth knowledge of applicable labor laws and regulations.
• Working knowledge of statistical tools and analysis techniques.
• High level of personal accountability and integrity.
• Energetic and driven to successfully reach objectives.
• Proficient with Microsoft Office and related software.
• Proficient with and/or possessing the ability to quickly learn the organization's HRIS and other systems.
• Knowledge of HR best practices, industry trends, legal and regulatory requirements, talent management and rewards, and emerging HR technologies.

Education/Experience Requirements:

• Bachelor's Degree in Human Resources Management, Labor Relations, Business Administration, or a related field required. Masters level education desirable.
• At least five years of related experience required. At least seven years of experience is preferred and will be required without at least a Bachelor's level of education.
• Commensurate combination of education and experience may be considered.
• Recruiting, interviewing, and selection experience required.
• Experience in employee relations and with applicable local employment laws required.
• Experience in manufacturing operations strongly preferred.
• Experience supporting a start-up manufacturing site strongly preferred.
• Experience in a regulated environment preferred.
• Human Resources certification or specialized HR training strongly preferred.