Altra Industrial Motion Corp Hiring for Plant HR Manager Job at Chambersburg, PA Full Time

JOB DESCRIPTION

SUMMARY
The HR Manager is responsible for leading and executing local and Corporate HR practices and initiatives that support the achievement of overall business goals. The position is broad in scope and the incumbent will act as a consultant and adviser to business leadership for the Chambersburg, PA (production facility) and Fresno, CA (warehouse) workforces in a variety of areas that include, but are not limited to employee relations, employee engagement, talent acquisition, compensation, performance management, talent management, training and development, change leadership and HR program administration.

The role includes both strategic and tactical responsibilities to ensure full cycle Human Resources leadership and support is delivered to the business. Success in the position requires a skilled problem-solver with a continuous improvement mindset who can find creative solutions that achieve positive outcomes for both the employee and the business. The role is hands-on and highly interactive with operations and division leadership as well as Altra corporate HR. The incumbent will be highly productive and able to handle a variety of tasks and have a customer-centric mindset with the objective of providing excellent customer experience.

Essential Duties and Responsibilities

• Apply a sound understanding of business strategy and goals. Move strategy to action by recommending and implementing new approaches and actual business solutions to effect continual improvements in business objectives, productivity and the development of HR within the company.
• Provide effective and timely counsel, coaching & mentoring at the senior management level particularly in the areas of talent management, employee engagement, employee relations, compliance, and communications.
• Collaborate with leadership to develop and implement processes and tools that foster higher productivity, quality, safety and improved engagement / retention of workforce.
• Embrace a continuous improvement mindset while providing leadership and change management expertise in support of manufacturing business initiatives, projects, and changes.
• Build positive, meaningful relationships with management and employees to be known as a vital resource and trusted advisor.
• Execute the talent strategy within organization through managing and directing the annual performance review process and developing and implementing a robust talent attraction and standardized talent acquisition process that results in a sustainable high performance/high commitment workforce.
• Facilitate ongoing Talent Management processes such as Strategic Organizational Talent Assessment (Succession Planning) and Talent Review (9-Box Calibration). Provide managers with strategic direction regarding organizational structure and approaches to leverage staffing & talent needs.
• Ensure the resolution of complex employee relations issues by overseeing and/or conducting effective, thorough, objective and legally compliant investigations.
• Coach and counsel management and employees in the interpretation and application of HR and organizational policies and procedures, assuring fairness and consistency. This requires staying current with and ensuring compliance with employment-related laws and regulations in all states in which TB Woods operates.
• Administer performance management and wage and salary activities, include conducting market benchmarking to ensure competitive rates of pay.
• Manage, monitor, and report on key performance indicators for the HR department as established by local, division, and corporate value drivers.
• Design polished, relevant, and timely internal communications to keep the workforce engaged and informed.
• Develop policies, programs, and culture-building initiatives to drive deeper employee engagement.
• Continually seek opportunities for improvements and implement “best practice” initiatives that streamline transactional activities, increase productivity, reduce costs, and improve customer service.
• Drive problem-solving activities to resolve department and business issues and inefficiencies and increase employee satisfaction.

JOB REQUIREMENTS

Critical Competencies

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  Critical Thinking: Makes decisions and solve problems based on critical thinking. Demonstrated ability to collect and analyze complex data, establish facts, and draw valid conclusions where limited information exists.
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  Customer-Focused: Proactively seeks and responds to voice of customer to provide the highest standards of service.
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  Communication: Communicates accurate and complete information in a timely and transparent manner. Ability to communicate effectively with all levels of the organization.
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  Influence: Strong business acumen with the ability to inspire and motivate and influence culture to create alignment between business goals and HR processes.
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  Problem-Solver and Decision-Maker: Demonstrates creative and innovative thinking to think about, understand and creatively handle complex ideas, problems, and situations.
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  Business Competence: Ability to link HR, people, and development matters with business goals.
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  Interpersonal Effectiveness: Builds constructive and effective relationships; builds trust and treats others with respect; presents information and respond to questions with confidence; uses humility, diplomacy, and tact. Demonstrates self-awareness, accountability, and transparency. Holds self and others accountable. Takes responsibility and ownership when appropriate.
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  Subject Matter Expertise: Extensive and proven HR acumen. Strives to upgrade job knowledge and ability to add value beyond the HR function. Capable of leading and executing advanced, complex and/or corporate HR initiatives.
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  Team Oriented Leadership: Builds cohesive teams. Inspires and motivates team members to perform at their best. Holds self and others accountable. Builds trust and treats others with respect. Demonstrates the ability deliver results through others.
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  Change Agent: Demonstrated continuous improvement mindset with spirit and attitude to inspire and drive change and deepen personal knowledge and practical application of lean philosophies. Able to lead, implement and communicate organizational and other changes that impact employees and/or business.
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  High Sense of Urgency: Ability to be highly productive and capable of thriving in a fast-paced, multi-shift environment that includes working under the pressure of production requirements, management requests, corporate/division deadlines, etc.
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  Adaptability: Demonstrated flexibility and willingness to adapt to internal processes and change, delays, or unexpected events. Able to respond to adversity or restrictions of the organization with resilience and tenacity.
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  Travel: Must be able to travel (up to 10%-15%) domestically and potentially internationally.

Education and Experience Requirements

• Bachelor’s degree is required (advanced degree is a plus), preferably with a concentration in Human Resources or related field.
• Minimum of 5 years of HR generalist experience with progressive responsibilities is required.
• Prior experience with leading an HR team and/or in an HR site management role supporting hourly production, technical professionals and functional leaders is desired.
• Experience in a fast-paced manufacturing environment is required.
• PHR or SHRM-CP certification or demonstrated ongoing professional development is desired.
• Exposure to and/or practical application of lean manufacturing philosophies and tools is a plus.

Physical Demand and Work Environment:

Majority of time is spent in a general office environment, but frequent time will also be spent in a manufacturing production environment where personal protective safety equipment must be worn, and proper safety precautions must be observed.

EEO Statement: The company in which you have expressed employment interest is a subsidiary or affiliate of Altra Industrial Motion Corp. The subsidiary or affiliate is referred to as an “”Altra Company.”” Altra Industrial Motion Corp. and all Altra Companies are equal opportunity employers that evaluate qualified applicants without regard to race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity or expression, or other characteristics protected by law. The “”EEO is the Law”” poster is available at: http://www.dol.gov/ofccp/regs/compliance/posters/pdf/eeopost.pdf. If you have a disability and need assistance accessing or using this website to apply for a position, you can request assistance by sending an email to [email protected].