Site HR Manager / Sr. HR Business Partner

Greene Tweed•Kulpsville, PA

1d•Onsite

About The Position

At Greene, Tweed, you'll find the cutting-edge technology, world-class polymer expertise and endless advancement opportunities you'd expect from a multi-national industry leader. You'll find them all in an environment that embraces diversity in people and opinions, moves decision making to the point of impact, and celebrates your success. If you enjoy continuous learning and are excited about working with and creating technological solutions, explore career opportunities with Greene, Tweed.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
10+ years of progressive Human Resources experience in an HR Business Partner, Employee Relations, Labor Relations, or related role.
Demonstrated experience partnering with senior leaders to develop and execute business-aligned people strategies.
Experience leading labor relations activities, including union environments, contract administration, grievance management, and employee relations matters.
Strong business acumen with the ability to anticipate organizational and workforce impacts.
Proven success influencing leaders and driving adoption of people management practices and organizational change initiatives.
Excellent verbal, written, interpersonal, and presentation skills.
Strong analytical, problem-solving, and decision-making capabilities.
Ability to maintain objectivity, build credibility, and successfully navigate complex and sensitive workplace issues.
Demonstrated ability to balance strategic thinking with operational execution.

Nice To Haves

HR and/or Labor Relations certifications preferred.
Experience managing and developing HR Generalists or other HR team members preferred.

Responsibilities

Serves as a strategic business partner and trusted advisor to site and senior leaders, providing counsel on organizational effectiveness, workforce planning, talent strategies, employee relations, leadership development, and change management initiatives.
Partners with site leadership to develop and execute people strategies that support operational objectives, workforce productivity, employee engagement, and organizational growth.
Oversees labor and employee relations activities at the site, including contract interpretation, grievance management, investigations, conflict resolution, disciplinary actions, and ensuring compliance with applicable labor laws, collective bargaining agreements, and company policies. Collaborates with relevant stakeholders on labor strategy and execution (Site & Functional leaders, HR/ER leaders & Legal Counsel).
Coaches leaders and managers on performance management, compensation programs, talent acquisition, employee development, and management decision-making.
Provides clear and timely guidance to business leaders regarding HR issues and the impact of people-related decisions on business performance. Actively participates in business planning and operational decision-making.
Leads the implementation of HR initiatives, programs, and policies across the organization, ensuring consistency and alignment with business and corporate objectives.
Analyzes workforce metrics, HR KPIs, and talent trends to identify opportunities, develop solutions, and drive continuous improvement in organizational effectiveness.
Leads the identification and forecasting of workforce needs. Partners with Talent Acquisition and business leaders to support recruiting strategies, candidate selection, and workforce planning activities.
Develops and executes workforce plans and talent acquisition strategies that address current and future business requirements.
Leads the annual Talent Review, succession planning, performance management, and talent development processes for assigned client groups.
Provides expert coaching, mentoring, and guidance to HR Generalists, managers, and employees regarding complex and sensitive employee matters, investigations, accommodations, performance concerns, corrective actions, and separations.
Directly manages, develops, and coaches one or more HR Generalists or similar HR roles, establishing priorities, supporting professional development, and ensuring effective delivery of HR services.
Maintains knowledge of labor legislation, employment law, HR best practices, and industry trends that may impact the organization.
Ensures HR policies, processes, and programs are effectively communicated and consistently administered across assigned client groups.