- Employee Development/Succession Planning
- Coordinate and manage progressive training and development with assistance from training group, succession planning and talent management processes and activities.
- Develop hourly job descriptions as needed to support the site
- Workforce Development
- Coordinate and lead efforts related to the implementation and creation of a share vision, strategic plan and goals of an employer led workforce development model.
- Continually assess "best practices" regionally and nationally to ensure that the workforce system achieves a competitive advance
- Identify and foster effective partnership between the company's local plant and education, economic development and other workforce organizations
- Execute and sustain an awareness campaign, in conjunction with the communications hub, for consistent public and media relations initiatives, website development and appropriate marketing and online materials that connect employers, education and training service provider and potential employees
- Rotational Program
- Own and manage the Engineering Rotational program (potential to be global)
- Scholarship Program
- Analyze the scholarship program, provide recommendations for improvement and report on results
- Culture and Engagement
- Analyze and review employee voices data with SLT and develop and implement action plans, track plans and action items for year end reporting and analysis
- Analyze and review pulse check survey results, report findings and make recommendations.
- Promote and educate employees about Decompression Day
- Diversity, Equity, and Inclusion
- Support Corporate Initiatives and help drive them on the site through the DEI team
- HR Communications/ Website/ Intranet/ Teams
- Provide information for Decompression Days
- Develop and publish site newsletter
- Time And Attendance
- Monitor time and attendance and provide guidance for supervisors on how to use the system effectively and how to monitor issues for their employees.
- Support management with data analysis and dashboards
- Support talent review discussions and performance calibrations (Success Factors, Talent Cards, Progression Promotion)
- Own the onboarding and termination processes (work authorization permit, manage employee record)
- Organize and coordinate local employee engagement meetings and site activities
- Serve as the single point of contact to represent site on topics related to HR (see above)
- Ensure compliance with ethics and other legal topics
- Maintain flexible work habits and be able to manage assigned projects and fill-in for other areas of HR as needed
- Drive the implementation of corporate HR initiatives
- Other duties as assigned
- Support global HR team on delivery of strategic projects: e.g., expert career development, customer centricity curriculum, technical leaders' program, digital learning offers, employee voices survey
- Drive cultural activities such as: Sharing of best practices, success stories, lessons learned and ensure information flow and continuous improvement of HR processes and tools
- Globalize Rotational Program
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Business Partner - Darien, United States - Top Talent Recruiter
Description
HUMAN RESOURCES BUSINESS PARTNER (HRBP)MOBILE, AL area
JOB SUMMARY:
HR works to form the best team by sourcing, hiring, and developing the right talent.
In addition to traditional responsibilities like, compliance, benefits administration, and time and attendance, HR serves as a strategic partner to the business, ensuring that the right people are in the right place at the right time to help the company grow.
HR strives to make the company an even better place to work by soliciting feedback, engaging employees, and shaping the culture through best-practice programs and practices.
This position will focus on three main areas: Employee Development, Culture and Engagement, and projects. This position requires regular on-site attendance; however, some flexibility to work from home is available. The right candidate should have years of H. R. experience and an H.R. degree
The HRBP understands the business and talent strategy, drives the key themes related to talent strategy initiatives, learning and development, diversity, equity, and Inclusion and identifies success and opportunity areas within the division related to the annual talent strategy.
In addition, the HRBP, will provide oversight to the division on time and attendance and HR communications (Website/Intranet/Teams) The HRBP drives the BU/Function's HR strategy from inception to delivery and is comfortable with ambiguity and "white space" associated with HR COE foundational programs, division, regional and global initiatives, and HR talent programs.
The HRBP collaborates as necessary across the organization with expert resources within a Center of Excellence and potentially with external consultants.
The HRBP identifies ways to enhance stakeholder's knowledge, skillset, and process awareness to ensure the expected benefits are achieved and sustained after the core talent programs are completed; this may include methodologies to measure the impacts, benefits, and opportunity areas for the project after execution.
The HRBP continually identifies opportunities to enhance the HR portfolio to ensure it remains relevant and aligned with the needs of our stakeholders.
FORMULA FOR SUCCESS:
Leveraging your well-rounded HR experience and your experience contributing to regional & global projects and initiatives, you will significantly and positively impact the following:
OTHER KEYS TO SUCCESS:
Projects:
Great company, competitive starting salary and a suite of benefits, perks, programs, and unique opportunities to support you—the whole you—in all stages of your life and career.
From competitive health and insurance plans to robust retirement benefits that include company-matching contributions, to making sure you never stop learning, we believe investing in you is investing in our success.
Working for a large, global organization, you'll have a chance to grow professionally and personally, expand your network and build a rewarding and dynamic career.
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