HR Director - Engineered Products

Howmet Aerospace•Berea, OH

20h•Onsite

About The Position

We are looking for an HR Director to take on global responsibility for the human capital function within the Howmet Fastening Systems (“HFS”), Engineered Products. This division leads 750 employees across 6 plants (Ohio, California, Connecticut and Illinois). The role’s primary business partner is the VPGM leading the division, who is a direct report of the President of HFS. The successful candidate will directly to the Vice President of HR for HFS. The HR Director serves as a partner to the segment operations and functional leadership team leading talent acquisition, talent management, succession planning, learning and development, change management, workforce planning and engagement initiatives.

Requirements

Bachelor's degree in HR, Business, or related field
Minimum 10 years of experience in HR, including experience in a similar strategic leadership role in a global company, managing multiple sites
Minimum 5 years of experience managing direct and indirect reports, across a matrixed HR organization across multiple sites.
Proven ability to manage, lead and develop teams and build strong relationships across a matrixed organization.
Strong business acumen, along with the ability to partner effectively with senior leaders and be a thought leader in HR.
Excellent interpersonal, communication, and negotiation skills, combined with the ability to work with global teams and to lead complex projects with multiple stakeholders.
Strong analytical and problem-solving skills, with the ability to think strategically and deliver results.
Ability to maintain confidentiality and handle sensitive information with discretion.
Must be able to travel up to 15% to all sites locally and domestically
Employees must be legally authorized to work in the United States.
Verification of employment eligibility will be required at the time of hire.
Visa sponsorship is not available for this position.
This position entails access to export-controlled items and employment offers are conditioned upon an applicant’s ability to lawfully obtain access to such items.
Must be able to work on site in Berea, Ohio.
Remote work not considered.

Nice To Haves

Master's degree preferred.
Prefer strong experience using people systems (Oracle and Workbrain).

Responsibilities

Work with the HR team and business leaders to execute strategic initiatives that add value to the organization, ensuring robust alignment with business priorities and corporate guidance.
Oversee HR processes, ensuring timely delivery of information and insights.
Track operational plans, establishing and monitoring key metrics and performance tracking processes to include attrition, absenteeism, hiring/term activities and retirement risks.
Work with segment leaders and team members, providing advice, guidance, and support in the areas of performance management, employee development, compensation planning, and talent acquisition.
Coach and advises leaders, provides high quality coaching to optimize the employee experience and supports development of the leaders.
Partners with the leaders as part of the Talent Review process, e.g., organizes and leads the talent reviews with the leaders, partners with leaders to develop their talent and monitors performance issues.
Manages learning and development activities.
Partners with the leaders to assess training needs for them and their teams.
Plans and delivers training/development programs in support of identified needs.
Works with the business leaders to anticipate and identify workforce needs.
Plans and delivers a Talent Acquisition strategy to ensure all segment roles are filled with top talent in an efficient manner resulting in great candidate experiences.
Accountable to ensure up-to-date legal requirements related to day-to-day HR matters, reducing legal risk and ensuring compliance with appropriate regulations.
Partners with Legal as needed.
Manages the immigration process of all cases ensuring clear communications with all involved parties ensuring a smooth process.
Coaches’ leaders through the employee “life cycle” including onboarding, development, performance management, engagement, recognition, retention, and separation.
Drives positive employee relations, reinforces Company Values & Behaviors to foster a positive environment.
Manages resolution to complex employee relations issues, conducts effective, thorough and objective investigations.