Full Job Description
What you will do
The Plant HR Manager serves as a business partner to the site leadership team by developing and delivering integrated and inclusive HR services. Under general direction and within corporate policy and procedure, administers the human resources activities for the plant to achieve the plant objectives through effective and efficient human resources management. Plans, develops and implements necessary procedures and directs the personnel activities of the plant. Provides counsel, advice and recommendations where appropriate to assist plant leadership in carrying out assigned duties. In addition, provides counsel, advice and recommendations where appropriate to assist functional management achieve goals and plans.
How you will do it
The successful candidate will partner with the Plant Manager and Plant Leadership team to align HR objectives and initiatives to the business strategy. Responsibilities will include but are not limited to:
Lead the plant HR (human resources) department (~700 employees) by driving world-class HR strategies and systems around safety, staffing, labor relations, training, organizational development. Promote the plant's vision, mission statement, and values. Effectively manage and execute HR processes, including Talent Planning and Development, Leadership Training Programs (must have capabilities in Employee Training), Performance Management, Performance Development, Merit/Salary planning, Diversity, Monthly Headcount reporting, etc. Ownership and execution of the Plant’s engagement and Talent strategy. Lead and facilitate change initiatives through the use of HR consultation skills. Advise and counsel managers on a variety of topics to optimize employee engagement, team development and organizational effectiveness. Provide counsel and training to managers and supervisors regarding positive employee relations and engagement efforts. Partner with other managers to understand key business challenges and organization needs and deliver training programs to meet these needs. Drive organizational capability through effective succession planning systems and workforce planning initiatives. Drive training and education systems in the plant. Champion of Continuous Skills Development Pillar as part of Plant Optimization Provide strategic and tactical HR support to the site team. Lead organizational development for the plant. Ensure the organization is staffed with innovative, high-performing team members with a focus on continuous improvement. Maintain active involvement in the succession and career-planning/career-pathing process and workforce planning initiatives. Develop progressive HR (Human Resources) policies for the plant. Direct the administration of Company policy for employees. Develop systems that assure the plant complies with the law and with company policy, and that those systems are administered effectively. Manage the plant's Collective Bargaining Agreement. Maintain productive working relationships with the local union. Communicate and educate the plant leadership around the successful application of the Agreement and company policy. Maintain a positive working relationship with the union leadership. Strategic business partner. Display an in-depth understanding of the industry, business condition, and the local labor market—direct staff's efforts toward developing and maintaining a high-performance organization. Objectively assess and bring employee relations issues to resolution. Manage Affirmative Action Plan and ensuring requirements are maintained. Establish and maintain employee personnel records in compliance with records retention policies. Be actively involved in plant’s health, safety, medical and employee service activities and programs. Assure timely compliance to established health monitoring policies. Assure plant compliance with state and federal labor legislation on such subjects as equal opportunity, affirmative action, wages and hours, workers’ and unemployment compensation, occupational health and safety, etc. May help represent plant with OFCCP audits. Coordinates EEOC compliance. Counsel plant leadership on staffing utilization, turnover control, compensation, performance management and other human resource matters. Oversee labor relations activities including labor agreement administration, interpretation, enforcement, grievance procedure, etc. Collaborate with facility management and other resources for grievance responses. Assist with arbitration, and on-going labor management activities (as applicable). May be co-negotiator in labor negotiations. Represent Company to local/community organizations. Oversee workers compensation cases in coordination with the site Safety leader and a 3rd party administrator. Administer employee return to work processes. Lead efforts to attain world-class status in all aspects of the Human Resource function by coaching/mentoring and developing the HR staff. Provide opportunities for the HR (Human Resources) team to develop. Oversight and coordination of communications and engagement to drive the right culture in the plant.
What we look for
Bachelor's degree in Business Administration, Human Resources or related field w/
Minimum eight (8) years’ experience human resources generalist/management experience manufacturing environment
Minimum six (6) years in a management role within an HR capacity
MBA/MA/MS degree preferred
Labor Relations experience and / or exposure to grievances, arbitration and negotiations is required
Flexible hours are required in order to meet internal/external customer requirements. Plant may operate a continuous 7day/24hr continuous schedule.
SPHR or PHR certification preferred.
Knowledge of human resource practices and policies as well as applicable state and federal laws.
Prior experience in the interpretation and management of a labor contract.
Hands-on self-starter, capable of juggling multiple priorities.
Excellent interpersonal, presentation, and communication skills, allowing for communication across entire organization.
Demonstrated leadership and coaching skills.
Ability to foster change and promote and implement improvement
Demonstrated ability to coach managers and leaders
Deep focus on delivering business results
Ability to influence and partner with all levels of the organization to achieve results
Strong business and HR acumen
Strong problem-solving skills, critical thinking, and initiative
Exceptional understanding of manufacturing and operations HR needs
Excellent written and verbal communication skills
Functional HR Competencies:
Business Understanding: Ability to explore and understand business processes
Compensation and Benefits: Demonstrated ability to understand and apply total pay concepts to attract, motivate and retain key employees in the organization
Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions
Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance.
Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement solutions to meet identified needs.
Staffing: Ability to assist the organization with the staffing process and build action plans with staffing partners to maintain an active pipeline of talent. Can effectively close senior candidates.
Employee Communications : Skills in developing a strategy to implement a plan to ensure effective communication channels within the divisions.
Building Leadership Capabilities: Ensuring we are developing next generation of leaders. Understanding the talent needs of the business. Adjusting HR strategies to responding to changing business needs. Identifying talent needs before they impact the business.
Driving the desired culture: Tracking trends in employee and leader behaviors. Speaking up and ensuring leaders are walking the talk. Standing up and partnering with the Plant Managers and Plant Staff. Ensuring that at all levels driving a culture that when we See Something we Say Something (Living and demonstrating the Clarios Way).
Supporting and modeling the way: Engaging and leading the way in the plant operating system in HR. Actively participating in the business “Going to Gemba”. Ensuring cross-functional collaboration
Who we are
Clarios is a world leader in advanced energy storage solutions. We partner with our customers to meet increasing market demand for smarter applications, on a global scale. Our 16,000 employees develop, manufacture and distribute a portfolio of evolving battery technologies for virtually every type of vehicle. Technologies that deliver uniquely sustainable, next-generation performance, and bring reliability, safety and comfort to everyday lives. We add value at every link in the supply chain, contributing to the progress of the communities we serve and the planet we all share. Learn more about Clarios at www.clarios.com.
To all recruitment agencies: Clarios does not accept unsolicited agency resumes/CVs. Please do not forward resumes/CVs to our careers email addresses, Clarios employees or any other company location. Clarios is not responsible for any fees related to unsolicited resumes/CVs.
Clarios, LLC is an equal employment opportunity and affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, protected veteran status, status as a qualified individual with a disability, or any other characteristic protected by law. For more information, please view EEO is the Law, EEO is the Law (supplement), and Pay Transparency Non-discrimination. If you are an individual with a disability and you require an accommodation during the application process, please email Special.Accommodations@Clarios.com.