09 - HR Business Manager 1

Celestica•Richardson, TX

About The Position

Provides lead HR support in a single site/ business unit(s) having up to 400 employees, or support to senior HR leader(s) in a country with multiple sites. This job is a first-level manager within a site. Provides direct management to semi-skilled and entry-level professional employees performing diverse and/or specialized roles, or employees in more than one function or work group. This includes establishing annual plans/objectives and interpretation of policies related to the functional area. Contributes to policy development. Work is performed within established professional standards and practices. Receives assignments in the form of tasks and goals and follows established processes to meet the goals of the unit. Executes budgets, develops schedules, and enforces policies and procedures. Erroneous decisions or failure to achieve results may have a negative impact on the divisions/departments operations, schedules, and/or performance goals. Provides immediate supervision to employees in more than one function or work group, assigning tasks and checking work at regular intervals. Directs subordinates to achieve assignments using established guidelines, procedures, and policies. Makes hiring and firing decisions. Reviews employees performance and recommends employee compensation; coaches for improved performance and disciplines as necessary. Interacts directly with subordinates and peer groups. Builds strong internal and external relationships that require exchanging of information and providing explanations in a problem solving capacity. Performs tasks such as, but not limited to, the following: Responsible for human resource management issues within a site. In unionized sites this includes overall union-management relations, and negotiating and implementing local agreements and may serve as bargaining agent. Provides advice, counsel, direction and training to the management team and managers on any business issue that has employee or organizational impact on company personnel practices, procedures, and initiatives, including interpreting the intent and meaning of the contractual obligations with the Union. Prepares the companys position to present to the companys attorneys for arbitration and/or affirmative action cases. Ensures consistent application of policies and procedures for recruiting, rewarding, retaining, recognizing and developing people within a site. Provides employee relations consultation services to General Manager, management and employees. Develops, recommends, implements and maintains performance management programs and ensures consistent and timely application. Provides coaching and makes recommendations to managers/supervisors for performance development and corrective action. Conducts internal investigations of acts of employee misconduct including interviewing, gathering evidence, consulting legal council, making recommendations and documenting findings. Represents site in charges of violating regulation or law. Provides performance program reporting. Partners with site senior management team to implement organizational change interventionsÃ¢ÂÂe.g., restructuring, reengineering, automating. Conducts ongoing skill competencies, knowledge and talent needs assessment. Develops or obtains specific training programs designed to meet the site's needs. Implements and directs staffing strategies which ensure attracting and retaining high caliber talent within and outside the site. Manages the rollout of Corporate Human Resources Programs at the site levelÃ¢ÂÂe.g. Compensation and Benefits policies, guidelines, and programs; PDP, CTI, Employee Survey rollout program, Talent Management, Values Awareness programs. Ensures compliance to corporate policies, governmental regulations and laws. Keeps abreast of legislative decisions, changes in federal, state and local employment laws and regulations to limit legal exposure and liability.

Requirements

In-depth knowledge of government regulations
Extensive knowledge of labor laws and experience in Labor Relations
Customer Satisfaction initiatives
Solid understanding of World Class Manufacturing processes and Six Sigma strategies
Experience with HRIS system
Ability to effectively communicate with a wide variety of internal customers
Ability to evaluate multiple highly detailed tasks, determine priorities and organize work in a manner that allows for timely completion of projects
Ability to manage sensitive employee information in a confidential manner
Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint, Microsoft Project, and Visio
Ability to effectively organize and motivate team members with a diverse group of skill sets
Five to seven years of relevant experience
Bachelor's degree in related field, or consideration of an equivalent combination of education and experience.

Responsibilities

Responsible for human resource management issues within a site.
In unionized sites this includes overall union-management relations, and negotiating and implementing local agreements and may serve as bargaining agent.
Provides advice, counsel, direction and training to the management team and managers on any business issue that has employee or organizational impact on company personnel practices, procedures, and initiatives, including interpreting the intent and meaning of the contractual obligations with the Union.
Prepares the companys position to present to the companys attorneys for arbitration and/or affirmative action cases.
Ensures consistent application of policies and procedures for recruiting, rewarding, retaining, recognizing and developing people within a site.
Provides employee relations consultation services to General Manager, management and employees.
Develops, recommends, implements and maintains performance management programs and ensures consistent and timely application.
Provides coaching and makes recommendations to managers/supervisors for performance development and corrective action.
Conducts internal investigations of acts of employee misconduct including interviewing, gathering evidence, consulting legal council, making recommendations and documenting findings.
Represents site in charges of violating regulation or law.
Provides performance program reporting.
Partners with site senior management team to implement organizational change interventionsÃ¢ÂÂe.g., restructuring, reengineering, automating.
Conducts ongoing skill competencies, knowledge and talent needs assessment.
Develops or obtains specific training programs designed to meet the site's needs.
Implements and directs staffing strategies which ensure attracting and retaining high caliber talent within and outside the site.
Manages the rollout of Corporate Human Resources Programs at the site levelÃ¢ÂÂe.g. Compensation and Benefits policies, guidelines, and programs; PDP, CTI, Employee Survey rollout program, Talent Management, Values Awareness programs.
Ensures compliance to corporate policies, governmental regulations and laws.
Keeps abreast of legislative decisions, changes in federal, state and local employment laws and regulations to limit legal exposure and liability.