This position provides regional HR leadership with a strong focus on labor relations for nearly 600 union and non-union employees within a manufacturing environment. The incumbent will serve as a strategic labor relations partner and execution leader, working collaboratively with employees, leaders, union representatives, and the broader HR team. The role supports a broad range of HR activities including talent management and development, employee engagement, performance management, diversity and inclusion, recruitment and selection, HR compliance, training, policy development, labor relations strategy and interpretation, compensation planning, and organizational effectiveness.
We can count on you for:
Building Effective Teams. Blends people into teams when needed; creates strong morale and spirit in his/her team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Business Acumen. Understands the company's business goals and objectives, the business process, and impact of individual actions on business performance. Applies cost-effectiveness, competitiveness and profitability to business decisions and initiatives.
Developing Others. Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person’s career goals; constructs compelling development plans and executes them; pushes direct reports to accept developmental moves; will take on those who need help and further development; cooperates with the developmental systems in the organization; is a people builder.
Drive for Results. Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results; ability to drive execution in fast-paced, complex labor environments.
Interpersonal Savvy. Relating openly and comfortably with diverse groups of people; strong collaboration skills with union and management partners.
Managerial Courage. Does not hold back anything that needs to be said; provides current, direct, complete, and actionable positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation quickly and directly; is not afraid to take negative action when necessary.
Motivating Others. Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person’s hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with.
Problem Solving. Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and does not stop at the first answers—especially in complex labor relations matters.
Strategic Agility. Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive breakthrough strategies and plans.
