Talent Acquisition and Agility Manager

Brewer Science, Inc.•Rolla, MO

4d•Onsite

About The Position

As the Talent Acquisition and Agility Manager, you will enhance employee success across the organization and strengthen our corporate sustainability. This is by executing our corporate workforce planning process to ensure a flow of quality talent that supports our current and future people needs whilst supporting state, federal regulatory, legal requirements, and a diverse workforce. In addition to this, you will manage a Talent Acquisition Team that owns the recruitment function and activities to ensure that worldwide staffing needs are met in support of the company’s strategic plan. Furthermore, guiding this team on what future people needs to maintain sustainable people practices. This allows a leader within the HR Leadership team to be our expert, guide, a voice for talent acquisition programs, challenges, partnership and plans to guarantee team success.

Requirements

10-12 years of experience in Human Resources
10 years’ experience in maintaining recruiting records.
Equivalent combination of education and experience

Nice To Haves

Bachelor’s Degree with an emphasis in Human Resources
Experience working in organizational development for a large operation or business unit, in a high-growth or start-up environment highly desired
MBA desirable

Responsibilities

Understand and communicate talent needs within the organization and transfer this into people plans.
Influences and guide people leaders to make the best people decisions.
Drive effective external communications that Brewer Science is the Employer of Choice.
Identifies conflict and addresses these with the appropriate colleagues or communication whilst maintaining a positive and professional behaviour.
Handles sensitive employee relations matters and maintain privacy and confidentiality at the highest levels.
Maintains a DEI & Belonging and EEO culture in all of our people practices and programs.
Connect persons of influence, skill, knowledge to roles, purpose, skills gaps to drive overall employee engagement, personal and professional success, and business objectives.
Serve as the AA officer for the company.
Drive the development and implementation of the company’s equal employment opportunity policy.
Work collaboratively with internal functions/teams to deliver on projects, programs and partnerships e.g. marketing, finance, IT.
Lead and motivate an effective and skilled Talent Acquisition Team and STEM/Internship Team to build and drive sustainably people practices.
Embed activities within our recruitment and people programs to ensure we look at the ‘whole person’, their performance, their potential and fit with Brewer Science’s vision, values and culture.
Act as a trusted adviser and thought partner to leadership on people operational and strategic plans (1 to 3 years) designed to drive employee success and wellbeing.
Provides insight into our people directives and opportunities based on economic, political and social people trends as well as internal data e.g. through workforce planning incentives.
Builds alignment in our talent practices and conversations to the strategic plans including oversee a company-wide talent succession planning system and process along with contingency plans for the team’s operations.
Oversee reports and hiring recruitment metrics, KPIs and regularly reports on findings and recommendations for improvement based on data analysis.
Partner with HR leadership to develop the global talent acquisition, management and career growth strategies, identify gaps, and plan processes to support business initiatives.
Monitors employee engagement and performance and partnership with colleagues to fills competency, skills and knowledge gaps.
Connects with employees and partners with empathy, compassion and understanding.
Through own actions, communicate and demonstrate the values of the Company within our HR operations, communications, and partnerships.
Ensure that our chosen partners in our people activities are ethical.
Maintain confidentiality of financial information, insurance and litigation documents, employee information (e.g. wage information, discipline, health information) and other sensitive and confidential information.
Conduct constant analysis of hiring trends, new recruitment strategies, retention and performance statistics and other hiring data for continuous improvement.
Proactively seeks opportunities for employees to be the best for the Company.
Motivates our employees, partners and suppliers to deliver on an outcome.
Maintains strong employee engagement and wellbeing and Brewer Science identity when impacted by change (internal and external).
Adapts and adjust plans and partnership when hit with challenges to maintain the desired outcome.
Maintains leadership to overcome challenges and address any economic, political and social concerns.
Think and communicate cross functionally when establishing people, competency, skills, knowledge needs and gap.
Collaborate with the people managers, breakdown silos and encourage an employee-owner mindset when making people plans.
Understand the working environments of our employees to align talent processes to their working structure and connection with the Company.
Build and engage with internal and external networks, affiliations, and social media to promote the employment brand through active and passive recruiting strategies.
Create, drive and promote a DEI and Belonging workforce and mindset.
Protects the brand and Brewer Science’s reputation in all of your activities, internally and externally.
Works with employee owners to find innovative and creative ways to create an engaging, positive and productive workforce and promote who Brewer Science are as an employer i.e. our EVP.
Develop creative and unique ways to connect, attract and retain a high potential and diverse workforce and talent pipeline to drive engagement, diversity, sustainability and corporate success.
Partners with Executive VP, HR leadership, and managers to develop, execute, monitor and modify an annual "Workforce Planning" process, specifying and anticipating annual hiring needs globally.
Partner with HR leadership to develop the global talent acquisition, management and career growth strategies, identify gaps, and plan processes to support business initiatives.
Identifies and drives rewarding and successful partnerships and relationships to bring positive change and moral within our communities and success for all.

Benefits

Medical
dental
vision
life
long- and short-term disability
identity theft protection
pet insurance
Paid leave, including community service leave, wellness breaks, and other special leave
Employee stock ownership
401k
bonus plans
Educational assistance
employee assistance program