Director of Human Resources

Job Description: Factory HR Business Partner (HRBP)

Functional Area:Human Resources
Job Family:General HR & HRBP
Job Title:Factory HR Business Partner
Typical Reporting Line:Relevant business leader in the factory and next level HRBP in the division or function

Mission Statement:

As a core member of the local Business Management Team, provide on-location HR support in the flagship Transformer, Jefferson City factory to employees, including managers, to ensure effective and sustainable workplace relations and performance in close collaboration with the HR network. Apply HR policies defined by Group Centers of Expertise (CoE), including on Labor Relations as defined in each country with Country HR. Ensure and assure local compliance.

Main Accountabilities:

Strategy Alignment

• Implement HR priorities in the factory in line with group/global division/global BU/global function and people strategy, covering culture, people, and organization utilizing the existing HR solution portfolio or ensuring to provide new solutions where appropriate.
• Orchestrate the HR organization to support and deliver on the defined priorities.

HR Solutions

• Partner with managers and employees in the factory to understand current issues that can be supported or resolved through HR practices, processes, or policies.
• Counsel Managers and employees on the most effective solutions to resolve issues.
• Act as consultant, sparring partner, coach, and facilitator to business leaders.

HR Process Implementation

• Oversee implementation of HR processes at the factory, ensuring compliance with Group policy and guidelines.
• Provide feedback and inputs on relevant local statutory or regulatory requirements into the development and implementation of new or improved processes/products/services.

Performance Management

• Support manager and HRBP to implement and follow up performance management activities on the site, including poor performance improvement, annual performance review discussions, training need identification, termination, etc..
• Support the implementation of group and global recognition programs.

Integrated Talent

• Work closely with Talent Partners to ensure a healthy and sustainable talent pipeline in the factory considering internal Talent pool and external market.
• Drive and execute all talent processes with Business Leaders e.g., identification and succession planning on business-critical positions, diversity and inclusion, and own the talent outcomes.
• Where appropriate, be directly involved in the recruitment of peer-level positions.
• Assess risks and coordinate actions to mitigate risks.

Learning & Development

• Partner with business leaders to understand and identify learning requirements for both individuals and critical populations at a local level.
• Collaborate with Learning Partners to decide appropriate learning strategies and commission design and execution of customized programs to meet the needs identified.
• Measure and evaluate the effectiveness of learning solutions to demonstrate business impact.

Retention and Engagement

• Monitor employee turnover data and put measures in place to support achievement of optimal levels of attrition across the site.
• Assess employee engagement and morale and take actions to address issues.

Employee Relations

• Represent HR in the workplace, build partnerships between employees, HR, and Managers.
• Deliver day-to-day HR management contact/relationship for employees, including employee welfare, counseling, grievance redressal, disciplinary processes; Facilitate changes.
• Carry out training and communication on HR strategy, policy, and processes when necessary.
• Lead discussions and own the relationship with local collective bargaining and information/consultation groups where applicable (e.g., works councils, trade unions, employee committees).

Labor Relations

• Follow policies and instructions set by CoE and Country HR and in close collaboration with CoE and Global Business Center partners to oversee activities regarding labor relations and organized labor within the area of responsibility.
• Manage resolution of labor relations crises which impact at a local level, ensuring necessary flow of information to all stakeholders.
• Build and manage constructive relationships with both internal and external labor relations stakeholders at a local level, to support a culture of mutually beneficial cooperation between HR, line managers, employees, and their representatives.
• Advise and proactively communicate with local business leaders, relevant HR stakeholders, and the Legal function regarding requirements in labor relations, forthcoming legislation, etc..

Standards and Governance

• Implement and ensure compliance with global and local standards, rules, tools, policies, and processes related to operations/project execution.