The HR Manager is accountable for driving the human capital agenda across three locations. The role reports directly to the HR Director for the Operations client group and leads a small team. The ideal candidate is highly collaborative, accountable with strong critical-thinking skills and has a strong background with strengths in Employee & Labor Relations.
KEY OBJECTIVES AND RESPONSIBILITIES
Business Partnering
- Create and/or deploy systematic and sustainable human capital solutions aligned to the business strategy that helps drive profitable growth.
- Act as a trusted business partner by providing coaching and direction on human capital matters.
- Deliver on core HR processes within client group, supporting managers and team members to deliver timely and effective solutions and outcomes.
- Proactively advise clients on company policies, practices, and other pertinent matters.
Talent Management
- Build capability within client group via delivering on talent acquisition plans and needs.
- Identify talent and capability gaps and solutions with the end goal of having a sustainable and generative pipeline of high-quality talent.
- Lead effective performance management processes that differentiate talent based on performance.
- Support the professional development of team members via tools such as new hire induction, individual development plans, career management tools, and leadership development programs.
Employee Relations & Compliance
- Walk the manufacturing floor daily to build relationships and maintain a pulse on the organization.
- Ensure employee relations practices are sound, compliant, and mitigate company risk.
- Manage and effectively support union relations including but not limited to proactive communication with union officials, proactive coaching of managers union matters, and complaint resolution.
- Ensure necessary company policies are in-place, updated, communicated, and enforced effectively.
- Conduct workplace investigations in accordance with company practices.
Culture
- Lead initiatives that shape the organization’s culture consistent with the company’s aspiration.
- Develop and deliver actions to improve culture based on employee engagement survey data.
- Provide leadership to managers and local HR to proactively address issues and concerns; shape and cultivate leadership practices that drive a high performing and highly engaged team/culture.
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