Senior Specialist, Human Resources

THE ROLE

Expect to be Site Human Resource Business Partner (HRBP) is both a strategic and hands on role through partnering with the local Business Leaders and employees on day-to-day HR guidance and support to help develop and deliver the people strategy and business solutions. Strong Collaboration is required with other parts of HR to align key priorities with the business and to deliver professional service.

This role supports and collaborates with Plant Managers/Operations Directors, Local Leadership, Employees, and HR Leadership and Global HR Support teams.

The Site HRBP will build on and apply their expertise in various areas including performance management, employee engagement & relations, change management, lean manufacturing, organizational design & development, training and development of leaders and project management to enhance cross-functional effectiveness.

ESSENTIAL FUNCTIONS

HR Consulting

· Provide coaching for Plant leadership, on onboarding, performance and career development.

· Lead onboarding in partnership with the local leadership.

· Lead local efforts and provide input to execute Isola's Talent Strategy which includes collaboration with Talent Acquisition, Workforce Planning, Organizational effectiveness, Talent Management, KPIs, Retention and Recognition Planning & Culture.

· Collaborate with various global HR functions and execute and create/execute active feedback loops with employees to ensure that a detailed and objective understanding of local climate and effectiveness of employee experience is as planned, work with leaders to continuously improve.

· Facilitate strategic people moves and support Succession Planning efforts.

Talent Management & Learning (Implementation of tailored programs)

· Partner and collaborate with regional and global training team to identify learning and development needs for Leaders and participate in planning process and implementation.

· Facilitate and support end to end performance management process in partnership with global and regional HR leaders.

· Develop workforce plans (long term and short term) in partnership with local, regional, and functional leadership

· Analyze and interpret data to improve upon Talent Strategy.

· Knowledge management, identify critical position and document skills and knowledge transfer to new generation.

Employee Mediator:

· Lead employee relations and employee engagement strategies ensuring appropriate levels of involvement of customers.

· Progressive Discipline escalation and management.

· Employee care & deliver company core values.

Operations Manager:

· Ensure legal policies and procedures (including region-specific compliance requirements) are followed and maintained

· Local administration of retention and incentive programs (where applicable)

· Partner with regional and global HR Services to ensure personnel records maintenance: e.g., job descriptions, job history, retirement, transfers and salary progression, etc.

· Oversee the organizing employee activities including annual dinner, birthday party, sport games, annual outing

Compensation

· Validate local survey data, developing recommendations for wage agreements within the context of the broader compensation strategy)

Talent Acquisition

· Serve as a bridge between Plant Leadership and Talent Acquisition to ensure that communication, responsibilities and service level agreements regarding Plant Recruiting is fulfilled.

· Reporting manpower analytics.

· Monitor manpower needs and replenish manpower in time.

Emergency Response:

· Take the lead on HR issues as part of business crisis management.

· Government audit response.

Communication & Community Relations

· Organizational communication execution within the guidelines provided by global communication.

· Consult with leaders on community relations, volunteer, local sponsorships where applicable.

QUALIFICATIONS

· Requires bachelor's degree in human resource management, Business Management or related field. Certification as a Human Resources professional through an approved agency is preferred.

· Requires a comprehensive knowledge of Human Resources (a minimum of 5 years required) to include Employee Engagement, Change Management, Organizational Design, local and national labor laws and current economic and labor relations developments in a manufacturing environment.

· Previous experience in HR field with strong understanding of manufacturing functional areas and their interactions, and a working knowledge of continuous improvement /Lean manufacturing.

· Must have demonstrated capability in problem solving, conflict resolution and working within site culture. In depth knowledge of business strategy, and specific HR functional knowledge.

· Extroverted, willing to engage with unfamiliar groups, eager to take on challenges, and eager to try tasks or projects they haven't done before.

· Fluent English; written and spoken