The employer designs and manufactures value-added equipment and specialty consumables with leading technology for a variety of industrial applications, serving an array of end markets where weld quality is a critical factor.
Strategic Alignment: Partners on long range and annual plan development. Identifies implications for organizational strategy along with recommendations to support longer term business growth. Collaborates with management to identify change management implications and leads change. Leads acquisition due diligence and integration for the HR function.
Organization Design & Effectiveness: Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and manpower forecasting, interdependencies, and role and responsibility clarity. Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs. Develop/administer employee performance management process and provide training and support in all components of performance management.
Talent Management / Employee Development: Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select and on-board talent. Coaches business leaders and their teams on the development of others. Interfaces with other HR personnel to advance movement of talent across business groups. Helps identify development opportunities for talent within the business unit and tracks progress on development action plans. Consults on succession plans. Drives and facilitates management team in HR planning, assessment and succession plan reviews.
Manufacturing Talent Strategy: Leads initiative to develop and implement an ongoing strategy around manufacturing employees, including recruitment, onboarding and retention. In close collaboration with the divisional operational leadership and HR teams, outlines a cohesive strategy around the manufacturing workforce.
Compensation: Develops and administers job evaluations, salary ranges and annual merit review programs, using relevant market data as needed to maintain competitiveness. Collaborates with Group President, VP/GM's and Controllers on annual bonus programs. Coordinates with local attorney and Corporate compensation department as required.
Employee Relations: Advises and coaches divisional management and HR on resolving employee issues. Personally, manages complex or significant employee relations issues. Analyzes employment-related concerns, patterns, and business needs to proactively develop and implement action plans to address pervasive issues. Balances legal exposure with desired business outcomes. Consults with Corporate Employee Relations department as required.
Technical HR Support: Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization. Designs, business unit specific policies and practices as needed.
HR Operations: Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained.
Company Culture: In concert with divisional leadership and HR team, builds and drives a positive employee culture. Champions diversity and inclusion goals, strategies, and plans. Actively participates in Employee Communications. Oversees company and community events.
Supervisory Responsibilities: Responsibilities include planning, assigning, and directing work; hiring, training, appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems, and assuring employees follow prescribed safety rules. Provides support and mentoring to divisional HR resources.
Safety and Workers Compensation: Champions a safe work environment and demonstrates effectual leadership. Promotes reporting of safety issues and ensures appropriate follow-up. Submits information to Corporate regarding workers compensation concerns and OSHA/safety issues. Participates in appropriate loss prevention activities to control risk and expense.
Other: Performs other incidental and related duties as assigned by Group President and Corporate Human Resources. Provides assistance to other divisions as requested.
Bachelor's degree or equivalent required. Master's preferred.
10+ years of combined experience in HR Generalist and HR leadership positions.
Demonstrated experience in talent pipeline planning, identifying gaps, developing action plans, and influencing and aligning an organization under a unified talent strategy.
Experience in manufacturing talent strategy development and implementation.
Exhibits encouragement of diverse ideas, focusing on coaching/developing strengths of team members and facilitating effective communication.
Willingness and ability to pro-actively challenge the status quo and have difficult conversations with leaders.
Experience in all facets of human resources including knowledge of recruitment processes, talent management, benefit and compensation administration, employee relations, and legal compliance requirements.
Strong written/verbal communication skills; good listening skills; a team player who demonstrates the ability to relate to employees at all levels of the Company and who is sensitive to cultural differences.
Approachable, inspires trust and confidence. Ability to use good judgment and discretion with highly confidential business and employee information.
Must have a high level of credibility and ability to influence across many levels of authority. Ability to work cohesively with multiple stakeholders, across a larger scale, geographically diverse team.
Must be adept at analyzing facts and issues, identifying options, and able to decide and recommend a course of action. Must know when to compromise and when to be assertive.
Ability to accurately assess people.
Independent and organized work style: Effectively manages time and prioritizes work load, assumes and manages multiple tasks without close supervision, adapts to change, and consistently meets deadlines. Ability to make independent decisions and regularly suggests ways to improve services and processes.
Comfortable with ambiguity and ability to thrive within a highly matrixed organizational structure.
Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Some experience using HR systems (e.g., Workday, useful).
Willingness to travel up to 25%.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.