Sr. Manager, Human Resources, primary focus is on Employee Relations, Management Coaching, and Change Management. This role coordinates alignment of business objectives with employees and management across North America entities. Evaluate, anticipate and communicate HR-related needs and collaborate with knowledge leaders across HR department to deliver value-added service to management and employees that reflects the business objectives of the organization. This role is a working leader with strong collaboration and communication skills.
Measures of success:
- Workforce fulfillment (pipeline and hiring)
- Resolve employee relations issues
- Successful compliance review
Responsibilities include but are not limited to:
HR BUSINESS PARTNER
- Employee Relations: train team on addressing employee performance, recognition and disciplinary actions; ensure proper documentation is complete and accurate; executes higher level, complex investigations; makes recommendations to leadership on practices to improve overall employee experience
- Management Development: ensure managers are aware of and adhere to company and regulatory requirements; guide managers to improve leadership; assist is developing communications across diverse employee groups
- Change Management: communicate changes in company practices and policies; train team on effective change management techniques; apply best practices for implementing change
- Strategic Workforce Planning: coach mangers through evaluation of talent needs, gaps and solutions leveraging various tools and activities; coordinate needs with Talent Acquisition Partner
- Performance Management: annual and ad hoc performance feedback, performance improvement plans, and employee recognition; plans and executes investigations
HR MANAGEMENT
- Lead HR team in employment regulations and practices; maintain knowledge of applicable laws and regulations; research compliance issues, oversee compliance review and make recommendations to management
- Train and develop team on employee relations and compliance; review and update employee handbooks annually
- Knowledge leader workforce risk management analysis and solutions, position development and documentations; identify talent risks such as single points of failure, critical skill needs and gaps; collaborate with other HR team members to find solutions and reduce risk
- Work with managers to identify budgeted and unbudgeted add-to-staff requests across all functions for North America
- Guide managers and HR team on practices such as merit review, variable incentives, FLSA evaluation, and general market compensation analysis
- Oversee HR data processing; ensure data integrity and compile reports; escalation point for inquiries regarding payroll, benefits, timecards, etc.
- Collaborate in the design and implementation of Human Resources projects
- Contribute and track budget planning related to areas of responsibility
PEOPLE MANAGEMENT
- Evaluate team members to identify strengths and opportunities for improvement; collaborate on development actions and ensure resources necessary to complete actions
- Cascade relevant and appropriate information about the company and department effectively and in a timely manner
- Coach and mentor for skill and knowledge development
- Execute necessary responsibilities of team during absences or alternate engagement
- Ensure team adheres to company policies, practices and department standards
- Assign actions and ensure completion
- Review work quality and coach team
Qualifications:
Required:
- Bachelor degree in Human Resources, Management, Business; Masters in Human Resources, Organizational Development or Business preferred
- 7+ years of progressive responsibilities in Human Resources; experience working in a manufacturing environment required
- 3+ years supervisory or management experience
- Able to manage multiple and diverse projects at any given time
- Able to evaluate and develop talent with direct and indirect reporting
- Must be able to build trust and credibility with all stakeholders
- Highly responsive to management, peer and employee inquiries both written and verbal
- Collaborative with functional and cross functional teams
- Assertive when observing errors and non-compliant activities
- Strong written and verbal skills
- Able to present information clearly and cohesively
- Motivated to learn about HR field and industry trends and best practices
Required Skills
Required Experience