Human Resource Business Partner II

the Voith Group•Appleton, WI

About The Position

The Voith Group is a global technology company. With its broad portfolio of systems, products, services and digital applications, Voith sets standards in the markets of energy, paper, raw materials and transport & automotive. Founded in 1867, the company today has around 22,000 employees, sales of € 5.2 billion and locations in over 60 countries worldwide and is thus one of the larger family-owned companies in Europe. Voith US Inc. is hiring for: Human Resource Business Partner II Appleton, WI Interested to learn about Voith? Check out our video " Voith Careers " on YouTube. Summary: The Human Resource Business Partner will act as a strategic human resource consultant responsible for aligning business objectives with employees and management in designated business units. The successful HRBP acts as an employee and business champion and change agent

Requirements

Demonstrates in-depth understanding of business operations and its inherent challenges (such as talent retention, competitive total compensation practices, employee engagement, etc.).
Recommends and implements initiatives to achieve business strategy and financial targets.
Coaches and equips line management with appropriate tools and knowledge to manage their teams.
Creates strong relationships by showing high credibility with line managers and senior leaders.
Reviews and recommends compensation strategies to attract and retain, while ensuring internal equity and consistency with Voith compensation practices.
Champions organizational changes and positively influences corporate culture initiatives.
Establishes strong partnerships with line managers, employees and senior leaders alike that improve inter-departmental effectiveness, builds organizational morale and satisfaction and increases productivity and retention.
Provides expertise on labour relations and acts as resource-person for issues pertaining to unionized workers, including casual laborers.
Works in tandem with line management to resolve conflicts and grievances in a consistent, transparent and fair way.
Collaborates with North America HR colleagues to identify region-wide opportunities to improve the function and level of service for internal customers.
Plans and presents projects to senior leadership team and implements HR projects for the region.
May also be involved in global HR projects.
5 plus years of multiple, progressive, and general applied HR experience demonstrating capabilities of resolving complex organizational and employee relations issues.
Business or functionally related bachelor’s degree.
Proven experience in HR in a manufacturing environment and union relations experience
Strong analytic skills with an ability to translate business plans and goals into human resources capabilities needed to achieve results.
Knowledge of multiple HR disciplines including organizational diagnosis and intervention, employee and union relations, succession and development planning, diversity, performance management, compensation practices, etc.
Ability to diagnose problems and identity and drive appropriate solutions.
Strong experience and competence in managing conflicts in organizations, in various relationships; resolves political problems in execution of business plans.
In-depth and highly proficient consulting skills.
Ability to travel to sites located in the US (10-15%)

Responsibilities

Aligned to prioritize organizational and business strategies and goals.
Assuring HR capacity, resources and initiatives to deliver programs and processes which enhance value-added goal achievement.
Equips line management with appropriate tools and knowledge to manage their people in performance management, interviewing and selection, leave management, career management, etc.
Maintains in-depth knowledge of legal requirements related to day-to-day human resource topics, reducing legal risk and ensuring regulatory compliance.
Provides oversight, guidance and input on operating unit restructuring activities, workforce planning/execution and strategic succession planning tied to business needs and goals.
Identifies short, medium and long term resourcing issues and plans.
Provides fact and data-based recommendations to site leadership.
In close working relationship with management and employees, improves work and team relationships, inter-departmental effectiveness, interface and process excellence, builds organizational morale and satisfaction, increasing productivity and retention.
Manages employee relations topics and conducts investigations when necessary.
Responsible for effective contract interpretation and execution of all related procedures e.g. CBA articles, grievance procedures and supporting processes.
Works with line management to problem solve root cause issues, related to prevalent grievances.
Participates in the negotiation process.
Responsible with line management to identify and prepare development plans for key and high potential employees, employees ready for promotion, including assignments and rotations of talents across different functions/regions etc.
Develops and implements creative solutions to support business objectives.