Senior Human Resources Manager

CIRCOR Aerospace & Defence•Warren, MA

21d•$137,104 - $171,380•Onsite

About The Position

CIRCOR Aerospace & Defense, specifically at its Warren, MA facility which houses Warren Pumps and Portland Valve, is seeking a Senior Human Resources Manager. This role is crucial for managing the human infrastructure, integrating expertise in union relations, and ensuring business effectiveness through a comprehensive range of HR functions. These functions include talent sourcing and selection, associate relations (including union labor relations), managing the retiring associate process, conflict avoidance and resolution, organizational development, onboarding and retention, HR data accuracy and reporting, compensation and rewards program development and administration, training program development and delivery, benefit management, organizational communications, and support for health, safety, and Workers Compensation programs.

Requirements

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.
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.
Experience working across time zones and cultures.
U.S. Citizen

Nice To Haves

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 business objectives.
Provide a focus on developing an environment in which each employee enthusiastically and fully engages in the delivery of positive, sustainable results.
Work with local leaders to identify and bridge talent gaps.
Participate in the design of HR programs and processes; and tailoring them for effective local implementation.
Represent/explain the interests and concerns of Warren-based leaders to internal and external stakeholders.
Represent/explain and gain support for longer-term initiatives required by various parts of Colfax.
Become a trusted advisor to all levels and all functions of the organization on matters pertaining to the positive engagement of people, individually and organizationally.
Function as primary leader and liaison between the local business and Union representatives fostering amicable relations supporting 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 the site.
Manage and elevate issues to appropriate leadership levels as necessary.
Accept grievances from the 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 teams.
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 ensure 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 with company policy and within Union guidelines where and as applicable.
Support development, maintenance, and communications of accurate position descriptions and career paths.
Address and maintain data on areas of concern to enable systemic problem identification and resolution.
Responsible for programs and activities such as annual benefits open enrollment 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, ensure 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 timekeeping 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, and communications are 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.