Our client is a world leader in breakthrough products that shape industries. Working in close partnership with our customers, we solve complex engineering challenges to transform the way we fly, drive, build and power. Through the ingenuity of our people and cutting-edge advanced manufacturing techniques, we deliver these products at a quality and efficiency that ensure customer success and shareholder value. Engines, a business unit of is a world-class producer of aero engine and industrial gas turbine components, including airfoils, rings, disks and forgings. Engines excels in vacuum melted superalloys, machining, performance coatings and hot isostatic pressing for high-performance parts that enable the next-generation of quieter, more fuel-efficient aero engines and cleaner power generation.
The Human Resource Manager is accountable for the location’s HR function and is a key member of the location leadership team that works closely with Plant Leadership to accomplish the strategic outcome of optimizing workplace performance in support of business goals. The HR Manager also works very closely with the business units HR team; building employee engagement by driving the development and attainment of business strategies and plans through strategic HR planning, change management, organizational design and talent management.
Translates business strategy into HR strategy.
Directs all aspects of recruitment and retention activities. Ensures all activities follow our equal employment policies and practices.
Drives organizational initiatives such as talent development, employee engagement and learning and development.
Performance Management – provide overall process coordination, communication, and training of the performance management process; act as help chain, provide coaching; coordinate consensus meetings.
Compensation – communicate and coordinate the salary administration and variable compensation processes, conduct compensation reviews, provide consulting on compensation processes and structure, evaluate salaried and hourly jobs, follow the approval process.
Implements Equal Employment Opportunity and Affirmative Action strategies and programs in all aspects of the staffing and career planning functions.
Consults with other managers on training and development issues. Recommends training and development strategies for broad and individualized needs. Implements training programs for specialized issues, e.g. - skill enhancement, ethics and compliance, and sexual harassment. Acts as training spa for site.
Coaches leadership on performance management and participates in counseling and/or termination proceedings.
Leading Global Voices (employee engagement survey) deployment and action planning within the site.
Works with location leader regarding Company Foundation grant making and community development needs. Maintains good public relations status with the various civic and welfare organizations, local plants, all forms of local media, state and local government representatives, and business people in the community regarding human resources functions.
Drive employee activities committee in conjunction with team. Promote activities throughout the site to increase participation.
Conducts research into human resources programs and activities, and recommends changes or innovations when desirable.
Ensures HR keeps employees informed of all changes in human resources policies.
Performs investigations and assists in the solutions and appropriate adjustments to complaints received from management and employees.
Assures that company policies and practices comply with the applicable provisions of federal and state labor laws, including the maintenance of necessary files, etc.
Provide health and welfare, savings plan, pension and retirement benefits support in coordination with Corporate resources units.
Participate in the disability and return to work process including worker’s compensation and FMLA
Arrange for on-site Employee Assistance Program services and identify situations requiring EAP support.
Sets up and maintains general control methods, records, and files as required for effective human resources functions.
Maintains all Company Self Audit Tool responsibilities/assignments to achieve minimum of “Good’ rating.
Maintains all Sarbanes Oxley compliance responsibilities/assignments.
Work in a safe manner that promotes the health and well-being of the individual and the environment.
Minimum Years of Experience 5
Bachelor’s Degree is in Human Resource Management, Business Administration, Psychology, or Master's Degree.
8 years of HR Management experience and proven progression of increase in responsibilities
HR Management experience in a large Fortune 500 company
Previously managed direct reports
Experience within a Manufacturing Process
PHR or SPHR certification is a plus