Snr HR Manager - Manufacturing

at  Tenneco

REQUIRED QUALIFICATIONS:

• Bachelor’s Degree in relevant in field.
• Understanding of HR related laws, including, but not limited to, FMLA, ADA, FLSA, Title VII, Age Discrimination Act, and state law statutes.
• 5-10 years in Human Resource Management.
• Experience in a multi-site manufacturing organization
• Strong interpersonal, negotiation, and customer service skills, ability to establish trust and rapport at multiple levels of the organization.
• Effective verbal and written communication.
• Strong organization skills, attention to detail.
• Ability to conceptualize processes to see the “big picture”.
• Frequent travel for meetings, training, or site visits. May occasionally fill a gap for HR support at a manufacturing site.
• Flexibility to alter work schedule for timely completion of projects; willingness to respond to occasional after-hours calls for information.

PREFERRED QUALIFICATIONS:

• Master’s Degree in Business, HR, or related field
• PHR or SPHR Certification
• Experience in maintaining a nonunion presence is helpful.
• Background in organizational behavior.

ESSENTIAL FUNCTIONS

Work to continuously improve the level of customer service provided to internal/external customer. Primarily focusing:

• Ensure department is responsive to resolving employee issues and concerns.
• Develop recruiting strategies for hourly and salaried employees, deploying across NA
• Assist in assessing needs, designing, developing, implementing, and evaluating division training initiatives; ensure training is directly related to business goals.
• Act as the strategic business partner between Operations and the HR function.
• Assist in managing the division succession planning process for manufacturing.
• Oversee the division performance management practices.
• Increase the effectiveness of division communication programs.
• Encourage the utilization of employee recognition programs.
• Administer all HR policies for the division.
• Ensure adherence to corporate EEO/AAP policies.
• Act as a liaison between the division and consulting, training and recruiting partners
• Hiring, training, coaching, periodic meetings, and other associated activities supporting the manufacturing function
• Champion company culture and management practices within the division
• Work towards continuously improving the automation of HR practices across region
• Create division and corporate reports as required, help identify proper metrics and process to track them.
• Modify and improve the new-hire orientation program across locations.
• Assist in administering employee feedback opportunities including engagement surveys and listening sessions. Assist manufacturing function in ensuring this is robust and effective.
• Provide company contact for contracted services.
• Perform all other incidental and related duties as required and assigned.

RESPONSIBILITIES

• Work closely with HR Director, business units and other manufacturing management teams in the group, division or corporate environment.
• Manage HR Managers in region and daily operations activities
• Strategic Partner – understanding and involvement in business issues, participation in business task forces, provide program management of workforce planning, skills assessment, succession planning, learning and development, champion of company culture and management practices.
• Administrative Expert – continuous improvement and automation of HR. processes such as benefits administration, employee record keeping, recruitment/staffing process, occupational health/safety, compensation/pay activities.
• Employee Champion – champion employee communication programs that provide employees open, candid and frequent information-sharing with management, develop employee involvement systems, develop self direction teams, ensure work environment provides opportunity for celebration and openness. Provide due process to associates to deal with differences, development of employee skills,
• SOP development and performance management development systems.
• Change Agent – act as liaison for leading change, create understanding among associates about the need to change, and how change will help them and the business in the short and long term, assist in the modification of systems and structures to support needed change, monitor progress by developing measures for change and develop long and short term plans to keep attention focused on change.