The HR Manager is responsible for leading Human Resources across PTG. This position contributes to the business area’s performance by providing direction on people strategies, organization development, and other Human Resources specific or business initiatives.
The HR Manager acts as a trusted advisor to the Plant Manager and his / her staff members; challenges and influences leaders on implications of business trends, issues, and operating environment that impact both the business unit and / or PTG.
ESSENTIAL JOB FUNCTIONS (including but not limited to)
Human Resource Strategy and Leadership
Partners with business leaders of existing and newly acquired entities to drive and deliver HR solutions to maximize people performance, strategy and workforce planning to contribute towards strengthening performance.
Provides organization consulting on people strategies in support of the business objectives.
Implements the HR strategy and operations within the business area.
Monitors progress against metrics and milestones, coaching leadership as needed.
Manages a team of individuals directly or indirectly.
Aligns HR programs and initiatives to business objectives.
Supports the Method for delivering Functional Excellence :
Collaboration promotes cross-business and cross-functional communication, sharing and teamwork
Standardization drives development and consistent application of HR Standard Operating Procedures
Improvement initiates new and innovative communication practices to promote and reinforce a strong culture
Designs and implements leadership and talent development, acquisition, and retention.
Implements processes and experiences that grow the capacity of the organization’s key people resources which include key talent identification, planning, development, and recruitment.
Facilitates interviews, candidate selection and compensation for all levels within.
Implements retention strategies focusing on key leaders and individuals with core competencies or skills critical to the organization.
Reviews supply and demand analyses of the current and future people / skills needs of the organization and implements strategies and plans to meet those needs.
Develops the strategic staffing plan in conjunction with the businesses’ overall strategic workforce plan.
Encourages building strength through diversity.
Implements processes and solutions in partnership with leadership which support a positive employee relations environment through effective communications, policies and practices.
Provides guidance and mediation to employees and managers in the resolution of work related issues and inquires.
Assesses Employee Relations risks as observed and escalates for appropriate action.
Advises leaders on employee relations issues, policies and procedures.
Establish a relation with the Union with an open and trust communication.
Organization Development and Design
Evaluates organizational effectiveness and advises on the development of solutions.
Assess training needs and implement training solutions.
Identifies organizational design needs and drives the implementation of solutions.
Acts as a change agent to the business and implements processes and approaches, which prepare employees for ongoing change and transformation.
Identifies change management needs and tailors strategy and programs to fit needs of the organization.
Consults on process improvement initiatives.
Identifies strategies to increase productivity, employee performance, and employee satisfaction.
Facilitates the communication of the organization culture, vision, and values which guides the decisions and actions of the managers and employees of the organization.
Monitors metrics to track the effectiveness of these initiatives.
Total Rewards Strategy
Maximizes the organization’s compensation, reward and recognition programs and implements additional incentives which will support the goals of the business area.
Provides compensation analysis for market benchmarks and adjustment recommendations.
Reviews trends and recommends interventions.
Leads Merit, Compensation planning, advising and communication.
Translate Corporate EHS requirements of external / internal auditing programs, environmental reporting requirements, safety initiatives, EHS road map, scorecards and training programs into management systems with site-specific goals (OHSAS 18K, ISO 14K and local).
Develop and control a Wellness program to encourage well-being and work balance.
Quality Assurance for Cafeteria vendor.
Bachelor’s degree required in Human Resources, Administration or related field.
10+ years of progressive HR leadership experience with at least 5 years in multiple HR disciplines, including HR Business Partner, Talent Acquisition, Talent Management and / or Employee Relations
In-depth knowledge of Mexican Federal and State labor legislation and regulations
Excellent interpersonal skills to work with employees and managers at all levels, including proven ability to influence leaders
A high achiever with a track record of enhancing and facilitating best-in-class HR solutions
Uses data to identify people trends, patterns, opportunities and problems that have an impact on the business
Comfortable working through ambiguous situations and advising leaders on appropriate course of action
Proven ability to formulate human resource strategies and plans in support of the business goals
Possesses the ability to assist management to develop initiatives to improve the business
Initiative to investigate and proceed with new ideas, projects, or process improvements
Strong business and financial acumen and demonstrates a strategic business focus, a bias for action and results
Generates creative and innovative solutions to problems
Strong ability to manage and facilitate change
PREFERRED EXPERIENCE (continued)
Master’s degree (MHR, MILR, MBA)
HR certification (SPHR, SHRM-SCP)