HR Generalist

Caterpillar•Peoria, IL

14h•Onsite

About The Position

Your Work Shapes the World at Caterpillar Inc. When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other. We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it. We’re looking for a Human Resources Generalist to support our Construction Industries Supply Management (CISM) group at Caterpillar, whose mission is to establish, develop and manage a world class supply global supply network through strategic focus and collaboration with business partners and suppliers. You’ll lead the implementation of core Corporate HR processes within the division, including talent development, compensation planning, Workday reporting, and performance management ensuring these programs are executed effectively and aligned with business needs. In addition, you’ll develop and communicate policies within the corporate framework, providing guidance to leaders and employees. You’ll also represent the division in cross-functional collaboration with teams such as Organization & Talent Development, Total Rewards, Corporate Compliance, and the Office of Business Practices, ensuring seamless integration and feedback across HR functions.

Requirements

Business Acumen: Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.
Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.
HR: Policies, Standards and Procedures: Knowledge of human resource function; ability to uphold the organization's and industry's standards, procedures and policies regarding human resources management.
Talent Management : Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
Bachelor’s degree or equivalent experience in a related field.
Strong analytical skills with experience translating data into actionable insights.
Willingness to learn and use Power BI; comfortable working with large datasets.
Highly organized, detail-oriented, and able to maintain confidentiality.
Effective communicator at both strategic and tactical levels.
Demonstrated initiative and creative problem-solving abilities.
Solid business acumen and understanding of organizational dynamics.
Strong decision-making and influencing skills across all levels of the organization.
Knowledge of HR policies, standards, and procedures.
Experience with Workday or other similar people management system.
Proficiency with Microsoft Excel, PowerPoint, SharePoint, Outlook & Teams

Responsibilities

Analyze HR metrics and data (via the Workday system) to identify trends and opportunities and develop a story to provide data-driven recommendations to senior management.
Serve as a strategic advisor to leadership helping identify and prioritize HR initiatives that align with the organization's strategic goals and objectives.
Own key HR processes across the division: employee relations, reporting, compensation and benefits, performance management, and strategic workforce planning.
Align HR policies and programs for their business unit or region which promote employee engagement, retention, and performance.
Present clear, impactful data stories to leadership using metrics and analysis.
Navigate Workday at a comfortable level to provide business insights.
Lead and contribute to special projects and programs as needed.