Talent Acquisition

• In collaboration with leadership, develops and executes, short- and long-term plans to recruit and fill open direct labor positions, monitoring progress to ensure alignment.
• Supports client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization.
• Works to build internal bench strength ensuring that we have the right talent, at the right place, at the right time.
• Manage relationships and contracts of external recruiters and staffing agencies, both direct placement and temporary worker providers.

• Oversees employee engagement, ensuring that employees voices are heard, suggestions are addressed, and continuous improvement actions are taken.
• Coordinates communications across the location(s) from Town Halls to beginning of shift meetings, ensuring that clear and consistent messages are shared between leadership and the workforce.
• Coaches and counsels leaders and employees on employee relations matters consistent with company policies, legal considerations and company priorities serving as an advocate for both employee and company concerns.
• Conducts and addresses issues discovered in investigations.
• Be Present: Engaging the workforce by spending an appropriate amount of time out in the facility with multiple shifts.
• (Union Locations) Addresses grievances and employee/union matters. Participates and leads parts of the collective bargaining negotiation process.

• Partners with the Total Rewards COE to effectively implement and communicate compensation and benefits programs to successfully attract, motivate and retain employees.
• Advises and coaches leaders on compensation matters, including annual merit and compensation processes.
• Assists in identifying and developing innovative incentive/reward systems which address the unique needs of their location.
• Ensures differentiation of performance in rewards and recognition.
• Benchmarks total rewards with local talent competitors ensuring that Total Rewards are appropriately positioned to attract the right kinds of talent.

• Partners with leadership to engage in regular talent reviews, organization reviews, career development planning, performance reviews, workforce planning, and organizational health engagements.
• Identifies and plans for future talent needs, while developing the talent pipeline. Strengthen succession planning and talent readiness.
• Drives progress toward, Diversity Equity and Inclusion aspirations and ensure diversity of talent
• Consults with leadership on training and development needs within their teams. Delivers training if/as needed.

• Leads organizational transformational initiatives and partners with the leadership team in elevating the performance of the business.
• Reviews the organizational blueprint, ensuring effectiveness with a specific focus on implementing the operating model to drive enterprise contribution, impact and value.
• Drives organizational health, Diversity, Equity, Inclusion and culture initiatives.

• Oversees payroll reconciliation, ensuring accuracy of employee pay.
• Attendance Points administration.
• Manage/participate on key projects and initiatives as required.
• Oversees the annual creation, execution and communication of the location’s Affirmative Action Plan.
• Performs other duties as requested.

• Bachelor’s degree in Business Administration, Human Resources and/or a closely related field with up to 5+ years of progressive experience in Human Resources
• Culture and Transformation: Experience in building and sustaining positive culture and leading organizational transformation.
• Business acumen: Curious about the business with good business sense and judgement.
• Problem solving: Analytical and problem-solving skills bringing facts and data to decision-making. Creative with a results-oriented mindset.
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence leadership.
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others including direct and indirect reports.
• Change Management: Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Project Management: Demonstrated ability to prioritize and manage multiple projects simultaneously
• Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Ability to manage a complex set of stakeholders.
• Preferred: Previous HR leadership roles in a regulated manufacturing fast-paced business.