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Full Job Description
SITUATION IN ORGANIZATION
Reports to HR Director, Bostik North America with strong relationship within HRBP network
Direct Report: HR Manager (Manufacturing)
JOB DIMENSIONS
Serve as the HR Business Partner in support of a Global Business Unit in North America (inclusive of business, commercial, and manufacturing personnel/sites)
The position requires an experienced HR professional well versed in all aspects of Human Resources including organizational development, workforce and succession planning, talent acquisition and development, compensation and benefits, and employment law. Experience working with other cultures is highly valuable in this role
Lead HR actions across the Business and within related sites with particular focus on integration, talent management, development, retention, and recruitment
The position requires building and maintaining strong working relationships with BU, HR leadership and all key stakeholders (regional and global)
Participate as member of HR Leadership Team to assist with other HR initiatives and responsibilities while representing the Business effectively collaborating across the HR Group
Lead integrated Human Resources activities through both an immediate and strategic lens
ACTIVITIES
HR Business Partner for Client Groups (80%)
Establishes personal credibility, build and maintain strong partnerships at multiple levels of the organization
Participate as part of the Regional Business Team to ensure all HR topics and initiatives are discussed and represented
Provides guidance for talent review and all organizational planning/evolution within the Business, as well as in the areas of change management, compensation, performance and talent management, talent planning, employee relations, organizational effectiveness and leadership development
Serves as the key contact point and coach for clients on HR issues
Leads and ensure smooth execution of all HR practices, core processes and initiatives within client groups including; Performance Management, Talent Review, Engagement, Reward & Recognition, Compensation-related practices, Talent acquisition, Onboarding, Development, and Departure
Initiates actions or projects for greater/cost effective workforce planning and management, succession planning and employee engagement within client groups
Ensure awareness and compliance with HR policies within client group
Provide counsel to leaders and managers on employee and labor relations issues, including, but not limited to: corrective action, conflict resolution, harassment issues, etc., utilizing Legal resource(s), when appropriate, to investigate and resolve issues in a prompt and fair manner, minimizing legal risk to the organization and leadership. Partner closely with other HR leadership/teams and HR COEs (Centers Of Excellence) for proper process and delivery
HR Corporate Team objectives and accountabilities, including (20%):
Responsible for personal and team credibility and networking across the HR Group, including building and maintaining strong partnerships with HR functional leads and COE
Leads or contributes to special/cross-functional projects, inside and outside of the HR function, on an as needed basis
Lead growth and HR organizational activities, such as merger/acquisitions integrations In Business
Drive continuous improvement of HR practices
Directly assist with or delegate and monitor completion of employee investigations and representation if applicable with Corporate Legal guidance
Recommend solutions and improvements as needed in employment policies, processes, and practices
Ensures BU HR team records information and maintains analytics and HR records
Key accountabilities in this role include:
Develops and maintains successful, productive relationships with client group and HR team – Enlist advocacy and support from key Stakeholders by timely and qualitative communications and change management
Defines and evolve human resources strategy/process/programs in line with the client group’s strategies and goals
Ensures qualitative and cost effective HR operations and workforce management
Implements effective HR initiatives and processes within client groups (PMP, TR, etc.)
Manage, develop and grow own HR team. Ensure they are an integral part and take ownership in the Business and Group HR
Lead and deliver on successful regional initiatives, whether client specific or HR specific
Fosters an environment that encourages and rewards continuous individual growth and delivery of results
Deliver and communicate meaningful HR dashboard/KPIs that help identify trends and drive HR strategy within the Business
Provides support to leadership teams of client group through advice, coaching, and development
Contributes to the continuous improvements of HR practices, processes and data management
Implement the organizations DEI initiatives and strategy to attract, hire, and maintain a diverse workplace
CONTEXT AND ENVIRONMENT
Based in Dublin, OH. The job involves strategic and generalist, collaborative work within the Business and across the HR Group. The HRBP role will require the ability to travel – primarily domestic travel (30% or less), some international possible. A broad understanding of HR practices at a seasoned manager level of decision-making and accountability is required along with acquisition experience. Success operating in a highly matrix environment where the ability to build collaboration and enlist support/advocacy is critical. Strong leadership and project management skills are critical. Practices safe work habits in accordance with OSHA and EPA guidelines, and Bostik specific EHS expectations.
ACCOUNTABILITIES
HR Business Partner for North America region of the Global Business Unit
Manage and develop report(s)
QUALIFICATIONS / EXPERIENCE REQUIRED
Minimum Bachelor’s degree in Human Resources or related field with relevant work experience; advanced degree preferred
8+ years of experience and progression in Professional Human Resources Roles, to include exposure within the manufacturing environment (min 3 years ideal) and HR related acquisition experience, Global business exposure ideal
3+ Years of HR Supervisor or Manager level experience, exempt professional staff management preferred
Career progression shows broad HR Generalist knowledge and application in fundamental HR functions to include Compensation, Organization Design, Benefits, and Talent Management
Thrives in a growth-oriented business, with proven abilities to organize, manage multiple key projects, and garner support from others, across all levels
Builds effective relationships and able to communicate effectively across all levels of the organization
Navigates effectively within a matrix environment
Effectively blends vision and strategy with practicality to drive and achieve results
Critical thinker, logical decision maker, project management mind-set, change management expertise
Some union labor relations experience ideal
Effectively builds strong relationships across all levels of the organization, to include key stakeholders, and external partnerships
Some domestic travel required within the region as natural part of the role, additional periodic domestic travel minimal
Previous work experience with SuccessFactors, SAP ideal
A career with Bostik offers a collaborative work environment and supportive development to reach your career goals, with benefits starting day one as part of our competitive total rewards strategy. Bostik, an Arkema company, is a leading global adhesive specialist in construction, consumer and industrial markets. For more than a century, it has been developing innovative adhesive solutions that are smarter and more adaptive to the forces that shape daily lives. From cradle to grave, from home to office, Bostik’s smart adhesives can be found everywhere. With annual sales of €2 billion, the company employees 6,000 people and has a presence in more than 50 countries. www.bostik.com. The diversity of our employees is an asset we value and commit to from recruitment through career management. Bostik is an EEO/AA/Drug Free Workplace. The above information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications