Job Description Summary

Job Description

Essential Responsibilities:

• Provide HR leadership for approximately 500 employees
• Lead a team, and maximize their development and value add to the business.
• Responsible for overall site HR priorities, with a strong focus on plant operations, culture transformation, talent development, succession management, and strategic workforce planning.
• Partner with the business leadership team including broader organization leaders to understand industry and market dynamics, and design and execute HR strategies and activities aligned with business priorities
• Develop and coach the site leadership teams and provide recommendations on critical talent segments across the site, driving the site performance through talent management
• Lead and partner with business planning, articulate insights to business leaders about HR risks and implications of key business activities and provide sound solutions to support the business objectives.
• Serve as a key contributor to the business senior leadership team, forging strong relationships with leadership and providing leadership coaching as required to clients and HR team.
• Communicate with a high level of impact and strong influencing and collaborating skills. Work with the business and regional HR Leadership teams and  CoEs (Talent, Total Rewards, Workforce Engagement & Insights, Employee Experiences, etc.), communications and Government Relations, as appropriate.
• Communicate a clear, accurate understanding of HR KPIs and metrics (e.g., culture & engagement survey, succession bench metrics, attrition, and other cascaded key performance indicators) to the business and provides insights and strategic direction on how to use them to grow the business, deliver results and drive continuous HR improvement
• Provide strategic and practical, hands-on support to the Leadership and HR team and focal for escalations for all matters linked to employee relations including compensation practices, organizational effectiveness, union avoidance, and maintaining integrity across the site
• Engage as peer leader across the Turbine Airfoils HR staff across key initiatives to advance the team’s performance by delivering appropriate coaching, mentoring and development opportunities, communicating proactively, and ensuring HR team engagement.
• Strategically lead business with HR teams through critical HR operating rhythms such a talent review, strategic workforce planning, succession planning, salary planning, and performance management
• Lead and be accountable for all Union Relations strategies and how they relate to the evolution of the site's culture.
• Develop and drive strategies to attract, develop, engage and retain strong and diverse talent in partnership with the HR team
• Lead and /or support Aerospace wide HR initiatives or functional projects as appropriate.
   

Qualifications/Requirements:

• Bachelor's degree from an accredited university or college (or a high school diploma / GED with at least 9 years of experience in Human Resource domains)
• 5 years of direct experience in client-focused HR or operations role including learning and development, recruiting, and employee relations.
• Union relations or labor experience

Desired Characteristics:

• A track record and reputation as a trusted advisor and someone who can influence business leaders and the strategic direction of the organization.
• Strong analytics, business, and financial acumen (e.g., understand the business and impacts of financial statements on business operations)
• Strong commercial acumen, a client focus and be able to support the organization to drive new business.
• Deep project and change management skills, with the ability to act as a change agent
• High energy individual with the ability to lead, coach and advise leadership to empower employees and builds high-performing teams
• Master’s degree in Business, Human Resources, or Industrial Relations
• Initial levels of awareness in Lean Principles and a willingness to learn.
• Demonstrated performance that is indicative of an owner’s mindset by engagement in operational activities beyond traditional HR scopes

This role requires access to U.S. export-controlled information. If applicable, final offers will be contingent on ability to obtain authorization for access to U.S. export-controlled information from the U.S. Government.

Additional Information