Senior Human Resources Manager

Circor Careers•Warren, MA

1d•Onsite

About The Position

At CIRCOR Aerospace & Defense, we don’t just build pumps and valves—we engineer the heartbeat of the world’s most advanced naval fleets. From our historic Warren, MA facility—home to the legacies of Warren Pumps and Portland Valve - we design and manufacture high-performance fluid control systems that protect those who protect us. We are building precision technology that operates in the harshest environments on earth—on submarines deep below the surface, on ships safeguarding freedom at sea, and in missions where failure is not an option. By joining the CIRCOR team, you will be contributing to safeguarding people, vessels, and missions around the world. We’re a global team of over 3,100 people across 100+ countries, united by a single purpose: to keep the world safe, moving, and resilient. As our mission expands, so does our need for exceptional talent and we are looking for driven individuals to grow with us. At CIRCOR, your expertise fuels something bigger. Every idea you share and every detail you craft contributes to the safety and success of those who serve. We offer more than a job – we offer a career driven by purpose, powered by innovation, and supported by a team that stands behind you. Because here, you don’t just make products. You make a difference. HUMAN RESOURCES MANAGER Position Summary Key leader managing the human infrastructure at Warren Pumps and Portland Valves integrating expertise in Union relations ensuring business effectiveness and success through leveraging a full range of Human Resource functional capabilities. This will include talent sourcing and selection to SG&A level, associate relations including union labor relations, management of retiring associate process, conflict avoidance and resolution, organizational development, onboarding and retention, HR data accuracy and reporting, compensation/rewards and recognition program development and administration, training program development and delivery, benefit management, organizational communications and health, safety and Workers Compensation program support.

Requirements

Demonstrated proficiency in designing and implementing fundamental HR programs and processes to attract and develop talent, benchmark and manage pay planning, manage performance, manage third party claims and audits and maintain positive relations with associates
Proficient in designing and implementing effective organizational and change management; and in use of project management methodology
Proficiency with employment legal requirements including but not limited to EEO/AAP, COBRA, FMLA, FLSA, HIPAA, unemployment. workers compensation.
Familiarity with FCPA and SOX
Intermediate Microsoft Office expertise with emphasis in Microsoft Excel and PowerPoint. Must be able to use these applications to drive, support and communicate analyses and recommendations
Demonstrated ability to gain the confidence of and provide leadership to all levels of the organization
Demonstrated ability to accurately perform high volume, detailed work including data quality review
Ability to participate in planning and influence decisions in writing and verbally; and to speak persuasively one-on-one and to groups.
Demonstrated problem-solving and data analysis skills, using both to support recommendations, track and improve actions
Strong process improvement, customer satisfaction and team orientation
Ability to move safely in a manufacturing environment
Ability to travel domestically
Minimum 10 years of HR generalist experience, at least 4 of which are in a unionized manufacturing environment
Minimum 4 years in HR Management role driving effective business results through HR programs
BA/BS in business or related field

Nice To Haves

Experience working across time zones and cultures
Strongly preferred: Saturation in a union environment as an HR leader
Experience in developing new and creative ways to attract top talent
Well-versed in talent management and organizational development
Lean / Process Improvement certifications; or use of continuous improvement tools such, 5S and value stream mapping, 5 Why’s, RACI, Hosin Kanri
Ability to use a full range of technology including social media

Responsibilities

Ensure the interests of the HR function and local business are well understood and properly aligned to effectively deliver on annual and strategic CFX / CFH business objectives.
Provide a focus on developing an environment in which each employee enthusiastically and fully engages in the delivery of positive, sustainable results.
Function as primary leader and liaison between the local business and Union representatives fostering amicable relations supporting CFX / CFH business objectives.
Serve as top point-of-contact with Union representatives
Lead resolution of concerns/issues before reaching grievance-level
Manage the process for open positions for bid within site
Manage and elevate issues to appropriate leadership levels as necessary
Accept grievances from Union and oversee the development of action and communication steps for resolution
Provide HR leadership in meetings and bargaining
Attract, select and hire best talent through maintaining and improving processes which assure integrity, government compliance, short time to fill, low cost and positive experience for candidates and hiring team.
Ensure that internal talent is identified, know of and considered for appropriate openings
Ensure internal and external cost-effective plans are in place and properly implemented to deliver just in time, high candidate quality, results
Develop a talent pipeline for each hard to fill position
Identify and maintain strong relationships with government and private (agency) sources for referral of top candidates
Work with technical schools and universities to develop and identify emerging talent
Work with temporary placement agencies to ensure referral and proper management of high-quality placements
Administration of skill assessments, effective interviewing, participation in selection, development and presentation of offers, managing acceptance and start process
Benchmark positions to insure external competitiveness and internal equity and affordability
Maintain a work environment where employees understand, are comfortable with and proactively access appropriate internal support for their interests and concerns.
Support supervisors and associates with communications, training and coaching on how to interpret and apply HR policies and procedures especially in core areas of interest such as job openings, time and attendance, performance evaluations/disciplinary action, pay and benefits and within Union guidelines where and as applicable
Build strong relationships with managers and associates to identify and present associate relations issues before they arise
Respond to and resolve complaints or conflicts through conducting investigations, and providing recommendations/resolutions to corrective action in accordance to company policy and within Union guidelines where and as applicable
Support development, maintenance and communications of accurate positions descriptions and career paths
Address and maintain data on areas of concern to enable systemic problem identification and resolution.
Accelerate organization of outgoing knowledge base and managing risk from outgoing associates, improving onboarding of new and transferring talent to accelerate productivity, “management by walking around” all shifts, and exit interviews
Responsible for programs and activities such as annual benefits open enrolment communications, year-round wellness initiatives; recognition programs for length of service, military service, educational attainment, retirement and birthdays; picnic, breakfasts, holiday gifts and charitable events like the United Way
Support and advance health, safety and workers compensation programs
Encourage and support associate and manager self-service, where available.
Where not available, insure accurate and timely entry of HR data (hires, data changes, terminations).
Payroll-Timecard management.
Work with managers to avoid timecard discrepancies such as time–off balances and leaves of absence.
Ensure alignment to time keeping policies.
Assemble and ensure data quality for external government reports, including unemployment, AAP, EEO-1, Vets 100, and internal reports including monthly headcount and turnover.
Ensure that absence management tracking, reporting, communications is in place
Ensure that the HR system accurately reflects all employee transactions from hire to retire or termination.
Work with leaders to ensure that new hires, and associates new to a position, are enabled with the skills, knowledge and competencies to be successful.
Assist with development and maintenance of “people skills” assessment and development plan for each team leader and supervisor, as well as potential successor candidates.
Assist with development and delivery of training programs in such areas as effective interviewing, conflict resolution, positive performance discussions and other required people skill areas.
Identify HR process gaps and inefficiencies.
Recommend solutions.