Sr. HR Generalist

Watts Water Technologies•Groveport, OH

6d•Hybrid

About The Position

We’re Watts. Together, we’re reimagining the future of water. We feel proud every day about what we do. We're all part of the same crucial mission, no matter what function we support -- it's to provide safe, clean water for the world, and to protect our planet's most valuable resource. What we do: For 150 years, Watts has built best-in-class products that are trusted by customers in residential and commercial settings across the world. We are at the forefront of innovation, working with cutting-edge technology to provide smart and connected, sustainable water solutions for the future. Watts is a leading brand with a quality reputation — and we have a dynamic future ahead. Scope of Position Reporting to the Director of HR, the Sr. HR Generalist is a customer-centered role supporting all levels of associates at our Groveport, OH and Sparks, NV facilities. Responsible for all HR activities to include, but not limited to: the Human Resources Information Systems (HRIS) Workday, associate communications, employment law, new hire orientation/on-boarding, associate relations, compliance efforts, safety program compliance, policy interpretation/communications, talent review and appraisal process. This person will be an active member of the overall HR team and will provide support for all on-going HR projects and initiatives. You will foster a workplace culture that exceeds employee expectations and embraces a continuous improvement mindset.

Requirements

Bachelor’s Degree or equivalent experience required.
5+ years of progressive HR experience working in a warehouse, distribution center or manufacturing environment is required.
Experience in using an HRIS system (such as Workday or similar) is required.
Understanding of the unique challenges and requirements of HR in a distribution center with a focus on compliance, employee engagement, and leave management.
Experience leading or actively participating in continuous improvement initiatives.
Strong problem-solving skills and the ability to analyze situations to identify potential issues and propose solutions to mitigate risks.
Proven experience handling sensitive employee information including investigations.
Experience with federal and local employment laws is required.
Demonstrated ability to train production leads, supervisors, and management on best practices and accountability.
Travel required: 20%

Nice To Haves

Outstanding verbal, written and presentation communication skills
Effectively balance employee advocacy with business needs in compliance with Company polices and applicable employment laws
Relationship management and demonstrated ability to establish trust and credibility with designated employee group(s)
Maintains highest level of integrity, ethics and confidentiality.
Flexibility and adaptability to changing priorities and projects
Strong collaboration skills and ability to project manage within a larger Americas HR organization
Enables and embodies intellectual curiosity with a strong desire to grow professionally, expanding HR professional toolkit
Data-driven, analytical mindset with a focus on solutions
General Applicable Company Competencies Commitment to Watts’ values of integrity, accountability, continuous improvement and innovation, and transparency.
Punctuality and dependability.
Ability to be flexible and adapt to changing work priorities and stressful conditions.
Adherence to all personnel policies, procedures, and standards of process as implemented by Watts.
Maintain productive and collaborative relationships with other Watts employees.
Adherence to Watts’ seven cultural beliefs: Growth Mindset, Customer-Focused Innovation, Constant Communication, Clear Goals, Collaborate Globally, Be Inclusive, and Take Action.

Responsibilities

HR Policies and Compliance: Ensure compliance with manufacturing-related employment laws and regulations.
Develop, update, and communicate HR policies and procedures, taking into account the specific requirements of the manufacturing sector.
Provides support in compliance areas of human resources including but not limited to employee relations, job evaluation, compensation management, benefits administration, training, AA/EEO, leave management and ADA.
Talent Acquisition: Collaborate with distribution center managers to understand staffing needs and develop effective recruitment strategies tailored to the industry for direct labor (full-time and contingent).
Conduct interviews, assess candidate qualifications, and participate in the selection process, with a focus on skills relevant to manufacturing roles.
Manage the onboarding process for new hires, ensuring a seamless integration into the manufacturing environment.
Employee Relations: Maintains a high level of visibility, accessibility, and interaction with manufacturing team members.
Coach and counsel employees, front line leaders and managers on employee relation matters, performance management and conflict resolution.
Utilize an empathetic approach to understanding employee concerns, answer questions and help employees through organizational change.
Conduct investigations into employee complaints, providing recommendations for resolution.
Partner with the legal team as appropriate for all ethics related issues.
Performance Management: Support the performance management process, providing guidance to supervisors and employees on performance expectations and development opportunities.
Assist in the implementation of performance improvement plans tailored to the manufacturing environment.
Continuous Improvement Leadership: Lead and support continuous improvement initiatives within the manufacturing environment, collaborating with cross-functional teams to enhance processes and efficiency.
Apply Lean and Six Sigma principles to drive operational excellence in HR processes and employee relations.
Partner with the manufacturing team to identify key people metrics to continually monitor and improve the employee experience.
HR Data Management: Maintain accurate and up-to-date employee records and HRIS data, with a focus on manufacturing roles and qualifications.
Generate HR reports and analytics to support problem solving and discussion on the overall health of the organization.