HR Business Manager

Summary

HR Lead for a site or business unit(s) within a country with 1,000 employees, or supporting multiple countries or multiple locations within a country (3 or more). Provides direct indirect supervision to subordinate mgrs empl. performing diverse roles within large sites. This includes establishing 3-5 yr plans/objectives, developing policies for the function/unit. Accountable for projects/programs on a multi-functional, national or regional basis. Work is guided by broad site objectives corporate policy. Work requires developing solutions, precedents, /or policies. Receives assignments in the form of objectives sets goals to achieve objectives. Establishes long-term plans/objectives recommends changes to policies. Develops department budgets goals. Erroneous decisions or failure to achieve goals results in critical delay in schedules /or unit operation may also have a company-wide affect. Provides direct supervision to others, or indirect through subordinate supervisors, coordinates the activities of a section or department with responsibility for results in terms of costs, methods, empl. Reviews empl. performance recommends empl. compensation; coaches for improved performance disciplines as necessary. Provides final approval for subordinate managers/supervisors salary performance recommendations. Builds cross-functional relationships where persuasive skills, negotiation skills, considerable tact are required to gain support. Interacts regularly with senior mgt/exec levels on matters concerning several functional areas, divisions /or customers. Maintains positive relationships with key customers, suppliers, etc., who have a significant impact on the success of the organization.

Detailed Description

Performs tasks such as,but not limited to, the following:

• Partners with the S/VP/GM & their staff to develop & implement strategic HR initiatives such as workforce planning, resource mgt, empl. relations, performance management, skills management, programs & policies, leadership dvpmt. In an unionized site,inc. overall union-mgt relations, & negotiating & implementing local agreements.
• Provides advice, counsel, direction & training to the mgt team & mgrs on any business issue that has empl. or organizational impact on company personnel practices, procedures, & initiatives, including interpreting the intent & meaning of the contractual obligations with the Union.
• Works directly with companys attorneys in preparation of arbitration &/or afffirmative action cases.
• Develop overall strategic direction to maintain credibility, communications, & relationships with union officials, stewards, & business partners to enhance the accomplishment of company objectives & permit a dialogue on problem situations so they can be resolved outside the grievance process.
• Ensures consistent application of policies/procedures for recruiting, rewarding, retaining, recognizing & developing people within a site.
• Provides empl. relations consultation services to GM, mgt & empl.
• Develops, recommends, implements & maintains performance mgt programs & ensures consistent & timely application.
• Provides coaching & makes recommendations to mgrs/supervisors for performance development & corrective action.
• Conducts internal investigations of acts of empl. misconduct including interviewing, gathering evidence, consulting legal council, making recommendations & documenting findings.
• Represents site in charges of violating regulation or law.
• Provides performance program reporting.
• Partners with site senior mgt team to implement organizational change interventions-e.g. restructuring, reengineering, automating.
• Conducts ongoing skill competencies, knowledge/talent needs assessment.
• Develops or obtains specific training programs designed to meet the site's needs. Implements & directs staffing strategies which ensure attracting & retaining high caliber talent within & outside the site.
• Manages the rollout of Corp. HR Programs at the site level.
• Ensures compliance to corp. policies, governmental regulations & laws. Keeps abreast of legislative decisions, changes in employment laws & regs to limit legal exposure & liability.

Knowledge/Skills/Competencies

• In-depth knowledge of government regulations.
• Extensive knowledge of labor laws and experience in Labor Relations
• Knowledge of Personnel and Employment laws.
• Strong organizational development, leadership development, facilitation, internal consulting skills.
• Customer Satisfaction initiatives.
• Extensive knowledge of World Class Manufacturing processes and Six Sigma strategies.
• Strong Project Management skills.
• Experience with HRIS systems.
• Ability to effectively communicate with a wide variety of internal customers.
• Ability to evaluate multiple highly detailed tasks, determine priorities and organize work in a manner that allows for timely completion of projects.
• Ability to manage sensitive employee information in a confidential manner.
• Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint, Microsoft Project, and Visio.
• Ability to effectively organize and motivate team members with a diverse group of skill sets.

Typical Experience

• Nine plus years of relevant experience

Typical Education

• Bachelor's degree in related field, or consideration of an equivalent combination of education and experience.
• Educational requirements may vary by geography.

Notes

This job description is not intended to be an exhaustive list of all duties and responsibilities of the position. Employees are held accountable for all duties of the job. Job duties and the % of time identified for any function are subject to change at any time.