Senior Human Resources Generalist

Freeport McMoRan

8d•$85,000 - $116,500•Onsite

About The Position

At Freeport-McMoRan, we are committed to providing an employment package that recognizes excellence, encourages safe production and a culture supported by our core values. Here, you’ll find a collaborative environment where safety is a top priority, all opinions are valued, and people are empowered to grow in their career. Apply Today! Looking to live in a small town with big opportunities? Our Bagdad operations in Arizona offers housing at a subsidized rate, a family-friendly atmosphere and numerous amenities including an aquatic center, golf course and fitness center. Located 100 miles northwest of Phoenix, Bagdad is home to the world's first commercial - scale concentrate leach processing facility, as well as one of the longest continuously operating solvent extraction/electrowinning plants in the world. Visit the Bagdad town website to learn more.

Requirements

High School Diploma/GED AND ten (10) years related industrial or manufacturing employee relations experience with a minimum of three (3) years Generalist experience.
Bachelor’s degree AND five (5) years Professional Human Resources experience, with a minimum of two (2) years Generalist experience; OR
Bachelor’s degree and six (6) years related industrial or manufacturing employee relations experience with a minimum of three (3) years Generalist experience; OR
Master’s degree AND three (3) years Professional Human Resources experience, with a minimum of two (2) years Generalist experience; OR
Master’s degree and four (4) years related industrial or manufacturing employee relations experience with a minimum of three (3) years Generalist experience.
Understand the business operations from both a strategic and tactical perspective.
Understanding of and experience with most or all the core aspects of Human Resources Management (staffing, employee relations, labor relations, performance management, leadership development, training, etc.).
Experience working within a dispute resolution process.
Experience in independently leading an investigation process.
Experience in addressing complex employee relations issues autonomously.
Experience in independently handling routine and complex scenarios utilizing various resources.
Experience leading a project to completion.
Ability to address and resolve workplace conflicts.
Courage to make tough decisions and deliver difficult messages with professionalism, poise, and diplomacy skills. Standing by decisions.
Ability to coach and influence leadership at all levels of the organization.
Must possess consultative/collaborative style and approach with proven ability to develop credible relationships with business partners.
Must be a confident communicator, including written and verbal skills, effective at all levels of the organization.
Comfortable working in a fast-paced environment and ambiguous business conditions.
Demonstrates a high level of integrity and absolute confidentiality.
Demonstrated leadership qualities that encompass amongst other things, a positive disposition, high level of accountability, motivating others, adapting to change, expressing confidence, encouraging & developing others to succeed, inspiring ideas, cultivates a positive team culture that creates a caring and inclusive environment, and seeking out ways to serve others.

Nice To Haves

Previous mining or manufacturing experience
Professional HR certifications such as PHR/SPHR, SHRM‑CP/SHRM‑SCP, or CHRP/CHRL
Understanding of federal, state, and local labor laws, including FMLA, ADA, FLSA, MSHA regulations, and workers’ compensation
Experience managing employee investigations, dispute resolution processes, and disciplinary processes
Expertise in full-cycle recruitment, onboarding, job description development, and talent pipeline management
Competence in performance management, including coaching leaders, conducting performance reviews, and succession planning
Experience promoting safety culture in alignment with mining site priorities
Prior strong stakeholder partnerships, acts as a strategic advisor and coach to site leaders, supervisors, and operations teams
Demonstrated ability to lead change management initiatives and HR projects—transitioning organizations through processes like company acquisitions or policy rollouts
Analytical capacity to interpret HR data and metrics related to turnover, retention, performance, and compliance, and translate insights into actionable strategies

Responsibilities

Act as Company’s sole representative during legal and binding arbitration, appeal’s board, and open-door processes to settle disputes with employees.
Lead employment and compliance-based investigations.
Collaborate with site HR and Operations leadership to provide advice on HR and labor regulatory issues; this may include acting as a mentor or supervisor for other HR team members.
Collaborate with leadership in effective performance management (ensures alignment with policies and procedures) and coaches on developing effective pipeline and succession plans.
Implement projects and HR improvements as directed by leadership; facilitating change management, engagement, coaching and advising of stakeholders.
Responsible for protecting and maintaining privacy of employee personnel records, including compensation information.
Implement HR goals, processes, practices, and systems to build organizational and individual capability (i.e., staffing, performance management, training & development, employee relations).
Guide leaders and employees regarding Company policies, values, HR programs and monitors for compliance with Federal, State, and local laws.
Analyze and use HR metrics, such as turnover, time system data and overtime reports, to determine appropriate action. Including supporting workforce planning and forecasting initiatives.
Perform other duties as requested.