HR Business Partner

TTM Technologies•Santa Ana, CA

23d•$64,462 - $107,437•Onsite

About The Position

TTM Technologies, Inc. is a leading global manufacturer of technology products, including mission systems, radio frequency (“RF”) components, RF microwave/microelectronic assemblies, and technologically advanced printed circuit boards (“PCB”s). TTM stands for time-to-market, representing how TTM's time-critical, one-stop design, engineering and manufacturing services enable customers to reduce the time required to develop new products and bring them to market. The primary responsibilities of this job profile include: HR consulting and coaching (e.g., working with business leaders to solve significant people and cultural issues, provides expertise in technical and regulatory aspects of employment including hiring, termination, performance management, rewards, etc.). Enabling business change (e.g., supporting the talent aspects of organization structure changes, talent integration related to mergers & acquisitions, etc.). HR program advocacy (e.g., communicating the business value of HR initiatives, managing HR program roll out to minimize business disruption, etc.). Partnering with the business and talent management/staffing and recruiting colleagues on key talent initiatives (e.g., workforce planning, hi-potential employee development, succession planning, etc.) The Human Resources Business Partner will be responsible to support Human Resource needs of the direct labor across the Santa Ana location. The incumbent will partner with Supervisors to ensure a positive employment experience, support employee relations for high levels of engagement, retention and morale. This is a full-time position in which the candidate will be expected to work onsite in our Santa Ana, CA location.

Requirements

Knowledge of HR best practices, US and WI employment laws and their implications in HR Management
Experience with employee relations and investigations required, with ability to maintain a high degree of confidentiality and professionalism
Ability to build and maintain relationships with all employees and supervisors, excellent interpersonal skills
Ability to influence others, to drive behavioral changes where appropriate
Excellent verbal and written communication skills including the ability to communication with all levels throughout the site.
Problem solving skills; ability to research and exercise judgment on basic problems
Ability to make decisions on routine employee-related matters
High level of integrity, respect for confidential and sensitive information
Team-oriented; ability to collaborate
Bachelor’s degree in Human Resources Management or equivalent experience.
3-5 years supporting full spectrum of HR disciplines preferably in a high growth manufacturing environment
strong preference for experience supporting direct labor in a manufacturing environment
strong experience in employee relations
experience working in a matrixed environment and partnership with HR Centers of Excellence

Nice To Haves

Experience partnering with Talent Acquisition supporting or leading recruitment preferred.
Aerospace and Defense industry experience preferred
Professional certification by either the Human resources Certification Institute (HRCI) or Society for Human resources Management (SHRM) preferred

Responsibilities

Develop strong working relationship with key business partners, primarily operations Supervisors, to provide coaching, guidance and consultation on full-cycle employment matters.
Identify training opportunities to enhance leadership capability across facility.
Partners with Supervisors of Direct Labor employees to resolve employee relations or disciplinary matters; conduct investigations to ensure fair and consistent practices, make decision on outcome based on the facts of the investigation.
Provide guidance to Supervisors in issuing disciplinary actions as appropriate.
Partner with local HR Leadership on complex matter as necessary.
Partner with Supervisors to implement engagement programs and practices within the direct labor workforce to improve employee morale and maximize employee retention.
Analyze trends and metrics in partnership with HR Manager and business partners to drive business solutions and track progress.
Establish strong rapport with hiring managers to understand direct labor staffing needs, partner with corporate Talent Acquisition to determine effective recruitment strategies and fill vacancies in a timely manner.
Provide guidance to the hiring managers through the recruitment process where needed.
Process job requisitions and new hire offers through Workday (HRIS)
Support bi-weekly payroll audit; Identify training opportunities and reinforce employee and supervisor use of the time and attendance system to ensure all employees are consistently and accurately recording their time and supervisors are approving accordingly.
Reinforce the self-service nature of this responsibility through training, and accountability.
Partner with supervisors to identify employees ready for development; provide tools and guidance to support career development and progression of direct labor employees.
Promote recognition and rewards programs, ensuring full communication and execution of established company programs; track usage and demonstrate impact of increased usage.
Partner with supervisors and internal Talent Acquisition team to ensure staffing needs are properly identified and filled efficiently.
Lead New Hire Orientation for all employees, supporting Sterling to ensure a welcoming and positive new hire experience; review essential policies, benefits, and local information.
Advocate for TTM HR Shared Services Model, supporting the local training and reinforcing employee use of the ticketing system for tactical HR questions and support needs.
Ensure compliance with appropriate state and federal employment legislation
Perform other duties as assigned.