POSITION SUMMARY

Provides specialized expertise in several human resource functional areas and/or has full, generalist responsibility for a major team or business unit. Proposes and initiates specialized projects and implements programs of unique or considerable scope and complexity requiring a thorough understanding of human resources processes and their impact on the business. May be designated to represent the team at staff or group meetings and influences business decisions (e.g. mergers/acquisitions, low cost producer, globalization). May provide leadership to the HR team in the absence of the division HR team leader. Acts as a strategic business partner with leadership to assess and implement human resources plans that support key business objectives.

ESSENTIAL FUNCTIONS

1. Increases employee commitment and maintains positive, employee relations by initiating actions and/or processes that improve overall communication, problem resolution, and teamwork. Provides one-on-one coaching and serves an arbitration role in unresolved/difficult situations; implements and reinforces progressive discipline and peer panel processes and training; facilitates team discussions. Develops programs to improve employee relations/morale and promote a participative, inclusive workplace.

2. Organizes and/or conducts organization-wide training needs and skills assessments; establishes criteria and measures training effectiveness. Develops organizational priorities and overall recommendations. May be certified as a trainer for specific programs and/or develop and conduct internal training based on need. Promotes, models, and reinforces learning. Develops systems to support organizational compliance with quality/supplier certification (e.g. ISO9000) and related standards.

3. Impacts organizational capabilities through a quality hiring and selection process that provides the appropriate mix of skills, talent, and diversity. May be involved in sourcing, interviewing and screening applicants at high levels, and other related selection activities. Consults with division/organizational staff to develop and implement succession plans and other career development initiatives; provides input on organizational restructuring and outsourcing alternatives. May be involved with international assignments.

4. Increases the understanding and consistent application of company policies through training and communication programs. Identifies the need for new or revised policies; coordinates policy revisions and approvals. Interprets policy and may review personnel actions or decisions to ensure compliance with federal, state, and local legislation. Observes and promotes adherence to all ethical and legal standards.

5. Conducts in-depth analyses of compensation programs and practices to maintain competitive pay practices and ensure compliance with legal changes. Advises and educates team leaders and division/organizational staff on compensation planning and may consolidate and report on organization-wide increase budgets and trends. Identifies jobs for periodic studies; guides team leaders in evaluating compensation and classification decisions; provides interpretation and advice on legal requirements and may participate in external compensation audits. Develops communication and training on compensation, career development, and performance management topics for team leaders and team members.

6. Communicates, administers, and promotes employee benefit and wellness programs. Develops recommendations for benefit program changes or enhancements and/or researches trends and competitiveness. May lead or participate in health, wellness, or safety committees.

7. Creates efficient HR administrative processes by applying continuous improvement measures and methods. Analyzes proposed changes in methods and recommends, plans for, and implements system and process improvements.

8. Analyzes and interprets data and making comparative analyses and long-term recommendations. Compiles diverse or complex data and prepares complex reports for department, division, or group managers or to meet applicable government reporting requirements.

9. Maintains team leader and team member confidence and prevents the disclosure of confidential information. Conducts highly sensitive internal investigations into Human Resources or other business matters as required. Prepares a strategy, collects and presents information, and represents the company at court or regulatory agency hearings.

10. Studies existing and new legislation, audits current policies and practices, and obtains opinions from legal counsel to ensure compliance and to reduce potential company liability. Advises organization leadership on appropriate actions.

11. Maintains professional and technical knowledge by attending educational workshops, reviewing business or HR-related publications, establishing industry networks, and/or participating in professional associations.

12. Acts as a consultant to management on issues of significant organizational importance. Identifies mentoring needs. Trains and mentors less experienced team members. May provide leadership to others or to ad hoc teams. May serve as functional expert.

13. Shares specialized knowledge with others. Represents company on specific projects. Establishes goals and objectives required to complete projects. Contributes to team effort by accomplishing related results as needed.

Job Requirements: QUALIFICATIONS Education and Experience

Bachelors degree (BA) in Human Resources, Business, or related field, or an equivalent combination of education and experience which has provided both theoretical and practical knowledge in the field. Demonstrated ability to perform the essential functions of the job typically acquired through eight or more years of increasingly responsible related experience.

Knowledge, Skills and Abilities

Advanced, specialized knowledge of human resources principles, industry practices, legal and regulatory requirements related to human resources policies and practices. Practical, working knowledge of financial and continuous improvement measurements. Ability to work on complex problems where in-depth analysis and evaluation of situations or data frequently require complicated negotiations and/or coordination across multiple teams. Ability to solve a wide range of unique problems of considerable scope and complexity that may require new approaches or significant modification of standard procedures. Ability to establish goals and objectives and manage projects to completion. Ability to read, analyze, and interpret the most complex documents and policies and respond effectively to the most sensitive inquiries or complaints from team members, team leaders, and regulatory agencies. Ability to negotiate effectively to resolve complex employee relations issues. Ability to communicate effectively and make effective and persuasive presentations on complex topics to top management and/or customers. Ability to develop, design, and deliver training programs. Ability to write clear and concise reports, business correspondence, and policy manuals. Ability to use standard business applications software and HRIS systems. Ability to effectively demonstrate team member competencies and participate in goal-setting, performance feedback, and self-development activities.

TYPICAL MENTAL AND PHYSICAL DEMANDS

While performing the duties of this job, the employee is frequently required to sit for extended periods of time. The employee is required to talk, hear, and to use hands to operate a computer. The employee is frequently required to stand and walk. The employee may be required to work around or visit manufacturing operations with exposure to noise, fumes, heavy machinery and other shop-related hazards, on an occasional or frequent basis. Specific vision abilities required by this job include close vision. Also expected of the employee is regular attendance, the ability to work cooperatively and professionally with employees and with members of the public, and the ability to manage multiple tasks at once. Overnight, long distance travel may be required, based on the individual needs of the position. Career Level: Experienced (Non-Manager) Education Required:: Bachelors Degree Travel Required: No FAA Drug Screen Required: No Drivers License Required: No Vision