The Human Resources Manager would be responsible to provide HR support across 2 manufacturing plants in the Chicago Land and a sales office in Detroit. Additionally, he/she and would be responsible to provide strategic HR oversight to a manufacturing plant in Grand Rapids. As a partner to the local management teams, they will need to build and drive HR strategy and processes that align with business plans and strategic objectives. Broadly, the HR Manager would be responsible for a wide range of functions including: HR Strategy, Organization Design & Effectiveness, Talent Management/Employee Development, Compensation, Employee Relations, HR Policies & Procedures, HR legal compliance and Company Culture. The role may include supervisory responsibilities
Duties and Responsibilities
- Strategic Alignment – Identifies implications for organizational strategy along with recommendations to support longer term business plans. Collaborates with management to identify change management implications and coach people through change. Leads the integration for the HR function with the local management team and acts as a business partner.
- Organization Design & Effectiveness – Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and manpower forecasting, interdependencies, and role and responsibility clarity. Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs. Develop/administer employee performance management process and provide training and support in all components of performance management.
- Talent Management / Employee Development – Assesses organizational capabilities and identifies gaps. Actively participates with business leadership to source, evaluate, select and on-board talent. Coaches business leaders and their teams on the development of others. Interfaces with other ITW HR colleagues to advance movement of talent across business groups. Helps identify development opportunities for talent within the business unit and tracks progress on development action plans. Consults on succession plans. Drives and facilitates management team in Resource planning, assessment and succession plan reviews.
- Compensation – Develops and administers job evaluations, salary ranges and annual merit review programs, using relevant market data as needed to maintain competitiveness. Coordinates with ITW Corporate compensation and benefits department as required.
- Employee Relations – Builds and drives employee engagement. Advises and coaches business unit management on resolving employee issues. Personally manages complex or significant employee relations issues. Analyzes employment-related concerns, patterns, and business needs to proactively develop and implement action plans to address pervasive issues. Balances legal exposure with desired business outcomes.
- Technical HR Support – Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization. Leads any local Visa processes, as needed. Designs, business unit specific policies and practices as needed.
- HR Operations – Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained.
- Company Culture – In concert with management, builds and drives a positive employee culture. Champions diversity and inclusion goals, strategies and plans. Actively participates in Employee Communications. Provides high-touch HR support to the business. Oversees company and community events.
- Safety and Workers Compensation – Champions a safe work environment and demonstrates effectual leadership. Promotes reporting of safety issues and ensures appropriate follow-up. Submits information to Corporate regarding workers’ compensation concerns and OSHA/safety issues. Participates in appropriate loss prevention activities to control risk and expense.
- Other – Performs other incidental and related duties as assigned by supervisor or ITW Segment Human Resources. Provides assistance to other Division/Segment units as requested.
- Bachelor’s degree or equivalent required. Master’s preferred.
- 5+ years of experience in Sr. HR Generalist/HR Manager positions; manufacturing HR experience highly preferred.
- Experience in all facets of human resources including knowledge of recruitment processes, benefit and compensation administration, employee relations, and legal compliance requirements.
- Strong written/verbal communication skills; good listening skills; a team player who demonstrates the ability to relate to employees at all levels of the Company and who is sensitive to cultural differences.
- Approachable, inspires trust and confidence. Ability to use good judgment and discretion with highly confidential business and employee information.
- Must be adept at analyzing facts and issues, identifying options, and able to decide and recommend a course of action. Must know when to compromise and when to be assertive.
- Independent and organized work style: Effectively manage time and prioritize work load, assume and manage multiple tasks without close supervision, adapt to change, and consistently meet deadlines. Ability to make independent decisions and regularly suggest ways to improve services and processes.
- Comfortable with ambiguity and ability to thrive within a matrix organizational structure.
- Knowledge of state and federal compliance requirements such as EEOC, FMLA, ADA, FLSA, etc.
- Strong PC skills/aptitude. Intermediate Proficiency in MS Office programs (Word, Excel, and PowerPoint). Some experience using HR systems (e.g., Workday, Ceridian useful)
- Ability to travel up to 25%
- Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.