Qualifications
Extensive background in the following human resources areas is typically required: labor relations, employee benefits, compensation, employment practices, employee development, and training with a working knowledge of operations. Typically requires a college or university degree or equivalent experience, and in addition, 6 to 8 years of progressively responsible job-related experience. Excellent interpersonal and leadership skills are required in order to deal with sensitive issues, develop others, or persuade others inside and outside the department to take specific actions.
Responsibilities
Partner with the Human Resources Manager to design and develop the key human resources practices to support the business strategy and ensure human resources is an integral part of the business strategy. Lead in the execution of said practices by building leader and employee capability in human resources policies and procedures through training, knowledge sharing, coaching, and direction. Align facility policies and procedures with corporate and divisional directives.

Provide direction and guidance to the General and/or Facility manager, business team managers and all other employees on policies and procedures ensuring consistency. Keep employees, managers, general manager and leadership members advised on changes in policies and procedures. Work with employees on all payrolls and all shifts. Provide counsel to employees on personnel related matters. Implementation of corporate initiatives and directives relating to policies and practices on compensation and benefits, health & welfare, employee services, and ensuring a safe work environment.

Provide direction to Facility Management in interpretation and application of employee-related policies, practices and procedures, government regulations, and internal investigations to enhance consistency and maintain and improve the work environment of the facility. Counsel and coach managers and supervisors on performance management, employee development plans, employee action plans, and disciplinary actions. Review all promotions, job moves, relocations, disciplinary actions and compensation awards.

Lead Strategic Workforce Planning (SWP) efforts by working with leadership team to develop and modify global footprint. Develop recruiting strategy and partner with functional succession planning groups to execute strategy. Lead talent pipeline management efforts as part of succession planning. Provide counsel on succession planning within facility.

Oversee local wage survey including merit and Short Term Incentive Plan (STIP); evaluates results and recommend compensation strategy. Assure proper systems and processes are in place to support the achievement of business goals.

Coordinate administration of human resources policies and procedures with shared services organizations. Partner with shared services to deliver services through appropriate channels to ensure quality, consistency and cost.

Typical internal customers include the employees at all levels in the facility. The position often confronts complex issues or problems, which require careful analysis and diagnosis. Problems are often unique and solutions can require original approaches. May modify existing approaches or develop new solutions. Sets priorities and establishes a work plan in order to complete broadly defined assignments and achieve desired results.

Establishes quality standards consistent with overall quality goals. Impacts key quality goals including Customer Satisfaction, Continuous Improvement, Timeliness, Accuracy, Efficiency, Cost Savings, and Process Quality. Position serves as facilitator for the analysis and development of new quality initiatives in the measure(s) stated.

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Job Opening ID:78976