HR Business Partner Trenton Plant

trane technologies•Hamilton Township, NJ

12d•Onsite

About The Position

Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world. Learn about our benefits designed for you to Thrive at work and at home. We boldly go. Functions as HR Strategic Business Partner providing HR guidance to business management teams; responsible for execution of HR strategies and programs. Develop and execute HR plans, processes, policies, and programs aligned with business objectives, including labor relations, talent management/acquisition, goal alignment, continuous improvement, employee engagement and communications. Responsible for the development and enhancement of positive labor relations within the team, including interpretation and administration of the labor agreement, plant work rules, and investigation/management of grievance procedure. Serve as liaison between plant leadership team and union leadership for the resolution of issues related to the above. Perform analysis, review and recommendations related to labor contract negotiations. Facilitate planning and prioritization with leadership team and evaluate options. Collaborate with HR leadership in the coordination of negotiations activities, process and serve on company negotiating team. Provide guidance to plant leadership team on talent management/development to ensure the right talent capabilities and bench strength are developed to support the business. Address questions and help business partners to navigate the process through the use of internal Talent Management System, including Career Progress. Partner with talent acquisition and plant leadership team in recruiting, interviewing, hiring, and onboarding employees; provide tools/resources to new employees on culture, company, and other business teams. Develop, analyze, and report on metrics that drive continuous improvement in the business, including absenteeism, overtime, staffing to standard, engagement, and others as business dictates. Utilize the metrics to develop strategies for continuous improvement through 9-step problem solving and Lean methodologies. Gather, analyze, and interpret HR related data for report generation and management decision making, link HR action plans with business needs. Conduct HR training as required, including annual compliance training and onboarding of new employees. Work with factory leadership team in delivering to the local communication plan establishing consistent messages and improving employee communications processes. Conduct investigations and provide leadership for all investigations related to workplace violations of policies and work rules including harassment, ethics, or discrimination complaints.

Requirements

Bachelor’s Degree required
5+ years’ experience in Human Resource function; labor relations experience in a union environment preferred.
Knowledge of and experience in a manufacturing operations environment preferred

Nice To Haves

Drive and enable cultural transformation to support a Progressive, Diverse, and Inclusive environment.
Provide guidance in establishing and leading a sustainable strategic workforce plan for the plant leadership team, including appropriate interpretation and administration of applicable contractual provisions.
Collaborate with local HR business partners to share best practices, critical needs issues, and local site and sector initiatives.
Create positive change through coaching, counseling, and influencing skills.
Monitor employee climate to identify issues/trends; counsel plant leadership team on identifying issues and implementing corrective actions, while also identifying opportunities to increase engagement.
Provide leadership, guidance and support in creating an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
Facilitate talent stewardship through communication and training on HR practices and processes.
Regularly participate and provide guidance in business discussions and decisions with plant leadership team.
Act as employee advocate through effective labor and employee relations.
Facilitate conflict resolution activities and assist supervisors and plant leadership team through conflict resolution.

Responsibilities

Functions as HR Strategic Business Partner providing HR guidance to business management teams; responsible for execution of HR strategies and programs.
Develop and execute HR plans, processes, policies, and programs aligned with business objectives, including labor relations, talent management/acquisition, goal alignment, continuous improvement, employee engagement and communications.
Responsible for the development and enhancement of positive labor relations within the team, including interpretation and administration of the labor agreement, plant work rules, and investigation/management of grievance procedure. Serve as liaison between plant leadership team and union leadership for the resolution of issues related to the above.
Perform analysis, review and recommendations related to labor contract negotiations. Facilitate planning and prioritization with leadership team and evaluate options. Collaborate with HR leadership in the coordination of negotiations activities, process and serve on company negotiating team.
Provide guidance to plant leadership team on talent management/development to ensure the right talent capabilities and bench strength are developed to support the business. Address questions and help business partners to navigate the process through the use of internal Talent Management System, including Career Progress.
Partner with talent acquisition and plant leadership team in recruiting, interviewing, hiring, and onboarding employees; provide tools/resources to new employees on culture, company, and other business teams.
Develop, analyze, and report on metrics that drive continuous improvement in the business, including absenteeism, overtime, staffing to standard, engagement, and others as business dictates. Utilize the metrics to develop strategies for continuous improvement through 9-step problem solving and Lean methodologies. Gather, analyze, and interpret HR related data for report generation and management decision making, link HR action plans with business needs.
Conduct HR training as required, including annual compliance training and onboarding of new employees.
Work with factory leadership team in delivering to the local communication plan establishing consistent messages and improving employee communications processes.
Conduct investigations and provide leadership for all investigations related to workplace violations of policies and work rules including harassment, ethics, or discrimination complaints.