About Gleason
With more than 2,200 employees and 13 manufacturing facilities worldwide, Gleason Corporation is a leader in gear technology. Gleason's product and service offerings include gear and transmission design software, gear manufacturing machines and related accessories, gear metrology equipment and automation systems. Gleason products are used by customers in e-mobility, commercial vehicles, aerospace, agriculture, mining, sustainable energy, construction, power tools, marine and many other industries
Working for Gleason, you will be connected to work that matters, putting your expertise to its best use while developing skills for the future. The result is a career defined by you, supported by Gleason and built on tangible accomplishments. As we continue to grow and evolve, we are looking for the right people to join us on our mission. If you are interested in being part of our team, there are a few things you should know: We are energized by challenges and the effort needed to solve them. We like working with people who are positive, adaptable and growth-minded. We care how work gets accomplished and are deeply invested in the success of our customers and colleagues. If this sounds like you, we invite you to read on and learn more.
Why work at Gleason?
- Excellent benefits package including a 6% Company 401(k) match
- Flexible scheduling
- Tuition Assistance Program
- Employee Assistance Program
- Formal and informal Development opportunities.
Position Summary:
The Human Resources Business Partner is a strategic position, vital for contributing to the excellence of the Gleason Cutting Tools Corporation. Through this role you will be responsible for managing and facilitating HR-related functions to drive a positive business culture and support operations through high-quality employee experiences. This role serves as a key consultant to the Leadership Team in Human Resources related matters. Responsible for employee relations, performance management, talent management, compensation, onboarding, policy implementation, recruitment, immigration, employment law compliance and coordination of the Gleason Business Principles training.
Employee Relations:
- Develop and administer personnel policies and procedures
- Provide counsel and support to leaders in addressing job performance and workplace behavior, employee coaching and counseling, goal setting, performance appraisals, employee development, and mediating difficult conversations
- Facilitate employee and supervisor conferences to resolve interpersonal issues, address performance deficiencies and deliver Performance Improvement Plans
- Ensure uniform and equitable application of the corrective action/disciplinary process
- Conduct thorough investigations into policy violations, employee complaints, harassment allegations and civil right complaints
- Make recommendations for corrective action based on investigation outcome and company policy including employment actions such as suspension or termination
- Represent the Company in legal proceedings related to Unemployment Insurance claims, EEOC or Division of Human Rights claims
- Collaborate with HR Director and internal/external legal counsel during Reduction in Force activities
- Manages disability programs and associated leaves such as, FMLA, Short-term disability and the required interactive process. Professionally handles requests for Reasonable Accommodations as needed.
- Administers Workers’ Compensation program, working closely with Corp. Risk Management, along with local HR support at other US locations.
- Recommend new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed
- Maintain compliance with federal and state regulations concerning employment
- Perform other related duties as required and assigned
Performance Management / Talent Management / Employee Development:
- Facilitate the annual employee performance management process utilizing the HCM Development Plan feature
- Implement formal development plans using the Talent Management Workbook
- Coach leaders in the HCM Review Cycle feature to effectively communication performance expectations and develop realistic goals and metrics
- Administer Talent assessments, high-potential selection, and succession planning in accordance with the Gleason Talent Management process
- Plan, develop and facilitate supervisor training
- Coordinate selection, promotion and placement of intra-company personnel via job posting system
- Responsible for the Talent Management Index and guiding organizational progress toward demonstrating improvements in skill gaps
Compensation:
- Conduct internal and external salary analysis and evaluate effectiveness of compensation programs and recommend changes to ensure the company remains competitive and compliant with wage and hour regulations.
- Facilitate the annual HCM Compensation Cycle, working closely with the US HR team to ensure GCTC aligned with the company when utilizing the merit planning worksheets, approval process and posting approved salary increases directly to payroll
- Utilize salary planning tools and practices, job evaluation techniques, and market salary trends and conduct salary analysis for to ensure pay grades are appropriate and that job offers, promotions and demotions are appropriate.
- Lead the development of job descriptions
- Ensure compliance with federal, state, and local compensation laws and regulations
Recruitment/Onboarding/Immigration:
- Facilities Recruitment for exempt and non-exempt positions:
- Manage the HCM Recruiting feature for job requisitions, and internal/external job postings, facilitate candidate communication and feedback, coordinate interviews, and negotiate offers of employment
- Establish relationships with outside recruitment firms, negotiate fees agreements, and manage candidate referral process
- Develop sources for recruitment based on need
- Manage and maintain relationships with talent pipelines (Rock Valley College, Local High Schools, etc)
- Analyze staffing needs, turnover trends, and other personnel statistics
- Coordinate temporary employment program, when appropriate.
- Facilitate the relocation process for new and transferring employees
- Responsible for immigration / work authorization issues for foreign employees (Temporary Visas and Permanent Residence) with the help of legal counsel.
Data Management / Reporting Compliance:
- Manages HR scheduled and ad-hoc reporting for HR and Leadership Team
- Ensures HCM data accuracy for core HR records
- Oversees compliance with Affirmative Action and Equal Employment Opportunity policies and reporting requirements
- Completes unemployment data requirements for states with Gleason employees
- Conducts required anti-harassment training for all employees – on site and remote
Supervisory Responsibilities:
This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department and members of the leadership team.
Qualifications (Knowledge, Skills & Abilities):
- Requires expertise in Employee Relations, Compensation, Talent Management, Compliance, Recruitment, and HCM system configuration, data management and reporting.
Preferred Education/Training/Experience:
- Bachelor's degree in Human Resources, or Organizational Management and 5+ year(s) related experience and/or training; or equivalent combination of education and experience.
Professional Certificates, Licenses or Registrations:
- Professional Human Resource certification is a plus.
Computer Skills:
- Microsoft Office (Word, Excel, PowerPoint)
- Outlook
- Internet
- HRIS systems (advanced Ceridian Dayforce experience preferred)
Travel Requirements:
The salary range in this posting depends on qualifications and experience. Actual compensation may vary, and this job posting is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific employee, which is always dependent on relevant experience, qualifications/education, and other factors including work schedule, shift premiums, and overtime.
Gleason is an Equal Opportunity Employer and considers applicants for all positions without regard to age, disability, genetic information and/or predisposing genetic characteristics, marital status, national origin, race/color, religion, sex/gender, sexual orientation, military or veteran status, victim of domestic violence status, arrest or conviction record, or any other characteristic protected by applicable laws.
OFFICE ENVIRONMENT
PHYSICAL DEMANDS
The physical demands described here are representative of those that would need to be met by an employee to successfully perform the essential functions of this job in an office environment. While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel; and talk or hear. The employee may occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job may include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of this job in an office environment. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts. The noise level in the work environment is usually moderate.
REASONABLE ACCOMMODATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, experience and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
This job description in no way states or implies that these are the only duties to be performed. Employees are required to follow any other instructions and to perform any other duties requested by their manager or supervisor.
DISCLAIMER
The duties listed in this job description are intended only as illustrations of the various types of work that may be performed and is not an all inclusive summary of job duties and responsibilities. The omission of specific statements or duties and responsibilities does not exclude them from the position if the work is similar, related or a logical assignment to the position. This job description does not constitute an employment agreement between the employer and employee and is subject to change by the Company as the needs of the Company and requirements of the job change.
