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Human Resources Manager - Manufacturing Job


Location: 

Dublin, OH, United States

Employment Type:  Regular
Category:  Human Resources
Posting Date:  Nov 27, 2022

SITUATION IN ORGANIZATION

  • Reports to BU HRBP with strong relationship to relevant Site Plant Manager(s)
  • Individual contributor role working collaboratively with local HRBP and broader HR Group providing primary HR support to Manufacturing sites, and secondary HR support for other client groups within the regional arm of the business (R&D, Commercial, etc.)
  • Key partnerships with HR Managers in Manufacturing sites, and relevant COE team members

 

JOB DIMENSIONS

  • Serve as the HR Manager for Manufacturing work teams– 3 Ohio sites primary, collaborative support with HRBP for R&D,  Commercial, other groups (Ohio)
  • Lead local HR activity within respective sites with particular attention to integration, talent management, development, retention, and recruitment
  • Coordinate and influence integrated site Human Resources activities through both an immediate and strategic lens
  • Lead change management in respective sites, particularly as it pertains to Human Resources and acquisition transition
  • The position requires an experienced HR professional well versed in all aspects of human resources including; employee relations, talent acquisition and development, compensation and benefits, succession planning, and employment law. 

 

ACTIVITIES

 

HR Business Partner for Client Groups (50%)

  • Establish personal credibility as well as build and maintain strong partnerships with Site and Business Leadership, and Group Human Resources & Communications team.
  • Be an active member of the Plant Leadership Teams to ensure all HR topics and initiatives are discussed and represented.
  • Partner to define HR strategy for plant level, ensuring alignment of key HR initiatives in the Americas.
  • Develop and maintain Human Resources programs and procedures linked to client groups’ strategies.
  • Lead Site related Talent Acquisition, On-boarding, Development, Promotion and Departure processes consistent with existing practices and tools.
  • Partner with leadership teams to develop and implement actions or projects for greater/cost effective workforce planning and management, including organizational development, succession planning as well as employee development and engagement
  • Maintain, communicate and leverage HR metrics to client groups, including talent acquisition, turnover, talent and performance management
  • Partner with client groups to facilitate change effectively by understanding the business need(s) for change, its impact on people and then work with leaders to develop a plan to introduce and drive the necessary changes
  • Foster an environment that encourages and rewards continuous individual growth and delivery of results

 

Drive and implement Core HR Processes - Plant (30%)

  • Partner with HR leadership, Business Partners and COEs (Centers Of Excellence) to deliver all Core HR processes.   Coordinate the administration of the H&W/FMLA/STD/Workers Comp benefits of union members and non-union employees alike.  Act as employee liaison re: Health & Welfare, third party Leave administrator and COE
  • Implement HR programs, policies, practices and tools locally, including the Performance Management Process, Talent Review Process, Employee Safety and Engagement Survey and follow-up action plans, Reward & Recognition program, Job (re)evaluations and other compensation-related practices
  • Lead, co-lead or contribute to special projects inside and outside of the HR&C function, on an as needed basis, to continuously improve HR practices, processes and data management
  • Assess, monitor and address employee questions and concerns and refer to appropriate company internal and external resources for support as required
  • Ensure accuracy of employee data in HRIS (SAP)

 

Compliance and Employee/Labor Relations – Plant (20%)

  • Ensure awareness and compliance with HR policies within client groups; and address all site HR issues
  • Provide counsel to leaders and managers on employee and labor relations issues, including, but not limited to: corrective action, conflict resolution, harassment issues, etc., utilizing Legal resource(s), when appropriate, to investigate and resolve issues in a prompt and fair manner, minimizing legal risk to the organization and leadership. Partner closely with other HR leadership/teams and HR COEs (Centers Of Excellence) for proper process and delivery
  • Stay current on US regulations to ensure compliance and timely implementation of new/changes to regulations
  • Coordinate with local management to ensure application of sound HR practices and general compliance

 

CONTEXT AND ENVIRONMENT

The job involves a mixture of strategic and generalist, collaborative work primarily in a manufacturing setting, leveraging an HR Center of Excellence model.  The role requires residence in/near Dublin, Ohio and the ability to travel locally and to other designated sites routinely (est. 20%) for consistent presence. A strong understanding of HR practices, experience in a union environment, and critical thinking are required to ensure appropriate HR practices and counsel are provided - all consistent with the business framework and culture.  Practices safe work habits in accordance with OSHA and EPA guidelines, and Bostik specific EHS expectations. 

 

ACCOUNTABILITIES

Broad primary HR Management responsibility for manufacturing sites predominantly in the Ohio area.

 

QUALIFICATIONS / EXPERIENCE REQUIRED

  • Bachelor’s degree in Human Resources or related field with relevant work experience;  advanced degree preferred
  • Labor union experience in an HR capacity and multi-site coverage experience
  • Minimum 5+ Years of HR level experience, some working from a manufacturing setting
  • Builds effective relationships and able to communicate effectively across all populations
  • Logical decision maker, project management mind-set, change management skillsets
  • Strong verbal, written, and interpersonal communication skills a must, with demonstrated ability to coach and influence
  • Demonstrated sense of urgency, with strong organization and multi-tasking skills. 
  • Seen as a positive change agent and root cause solution provider
  • Effectively builds strong relationships across all levels of the organization, to include key stakeholders, and external partnerships.
  • Some domestic travel required within the region as natural part of the role (est. 20%), additional periodic domestic travel minimal
  • Previous work experience with SuccessFactors, SAP ideal

A career with Bostik offers a collaborative work environment and supportive development to reach your career goals, with benefits starting day one as part of our competitive total rewards strategy.  Bostik, an Arkema company, is a leading global adhesive specialist in construction, consumer and industrial markets. For more than a century, it has been developing innovative adhesive solutions that are smarter and more adaptive to the forces that shape daily lives. From cradle to grave, from home to office, Bostik’s smart adhesives can be found everywhere. With annual sales of €2 billion, the company employees 6,000 people and has a presence in more than 50 countries. www.bostik.comThe diversity of our employees is an asset we value and commit to from recruitment through career management.  Bostik is an EEO/AA/Drug Free Workplace.  The above information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications


Job Segment: HR Manager, Compliance, Recruiting, Labor Relations, Employee Relations, Human Resources, Legal