HR Manager

JOB SUMMARY: The Human Resource Manager (HRM) provides leadership, directs and managers local Human Resources team and support all departments to achieve optimal levels of safety, quality, productivity, and delivery to assure a world-class site level performance. The HRM is responsible for aligning business objectives with employees and management in their designated plant/facility. They work on setting HR priorities, driving values and participate in delivering positive business results. The HRM will oversee all human resources functions to ensure they are aligned with the plant objectives and goals and will provide advice to the leadership team at the plant. The HRM will foster a healthy culture of continuous improvement and strong values and will ensure high retention and engagement rates of our workforce. Retention activities will include robust training programs, healthy employee relations and maximizing employee productivity. The HRM will ensure diversified workforce and regulatory compliance for the region, country, location they oversee.

RESPONSIBILITIES:

Commitment to work with the team every day to ensure our employees remain safe and healthy in the workplace. Engage with shop floor employees to identify PSIF and CI opportunities, fostering a safety-first culture & efficiency; rotate focus areas; take notes and follow-up thoroughly. Participate in site GEMBA walks and ensure significant floor presence to enable a strong and visible connection to the manufacturing operations and its workforce. Drive plant KPI improvement via process and people. Analyzes and identifies contributing factors, alerts management, and drives actions to improve HR and site KPIs. Partners with Plant manager and entire plant leadership team to ensure understanding of short-term and long-term human capital needs and objectives. Assess current skill sets against future business requirements and implement and monitor associated action plans. Develop and track budget for the HR department. Counsel, coach and advise management team on business issues to include topics such as those affecting employee morale and efficiency, open communication, labor law concerns, new programs or policies, conflict resolution, problem solving using root cause analysis, etc. Oversee the on-the-job training and onboarding processes for effective ramp-up of talent. Acquire, develop, advance, and retain talent throughout the site. Review weekly data and trends related to HR metrics to identify patterns and areas for action planning. Audit SuccessFactors for data accuracy and ensure timely corrections to achieve 100% reliable data inputs. Implement tools and strategies to report and translate raw data into valuable business insights. Direct, support, and partake in all activities of the local HR Department including recruitment, hiring, benefits, compensation, training, and development etc. Ensure all necessary reporting is completed accurately and timely. Develop goals and objectives for the HR Department aligned with Business Unit goals and strategies and measure achievement. Use corrective actions to continuously improve the HR processes/department. Administer the career development and performance management process for the facility. This would include performance appraisals and talent reviews. Promote continuous learning and advise managers on how to help employees design a development plan. Review the employee compensation system to include pay-for-performance and incentive programs. Conduct annual wage surveys for the site in accordance with Tenneco Compensation model and Total Rewards. Recommend appropriate actions as needed. Manage the employee communication program to ensure employees have consistent and accurate communications about the business, training, etc. Foster a participative and positive employee culture. Oversee employee recreation programs and engagement activities. Maintain a positive company image in the community as a concerned corporate citizen. Capable of providing support as requested by manager.

EDUCATION:

BS degree in Human Resources, Business, Industrial Relations, or related field is required. Advanced degree preferred but not required.

EXPERIENCE:

Minimum of eight (8) years of experience in Human Resources with two (2) years Supervisor/Management Experience Excellent verbal and written communication skills. Strong commitment to maintaining a culture that values integrity, teamwork, diversity, collaboration, execution of actions, will-to-win attitude. Possesses integrity, flexibility, sound judgement and strong critical thinking and problem-solving skills. Ability to support coach and challenge site leadership. Demonstrated ability to use HR data and analytics to diagnose trends and link to business performance outcomes. Ability to listen objectively to employee concerns and complaints and decide on appropriate course of action aligned with policies, procedures, and compliance with all country, local, state, federal laws. Strong talent management experience. Ability to assess talent gaps and orchestrate the actions needed to strengthen the talent bench. Working knowledge of creative Pay-for-Performance and Incentive compensation programs. Excellent understanding of HR processes and process improvement methodology Knowledge of employment, labor and safety laws and regulations. Proficient computer skills and familiarity with SAP, HRIS systems and Microsoft Office Self-motivated with the ability to manage multiple tasks effectively. Possesses the ability to effectively interface at all levels of the organization. English language required.

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