Industry: Professional, Scientific & Technical Services•
8 - 10 years
Posted 109 days ago
Working across locations, the HR Manager acts as a business partner, consultant and advocate for Business Unit Security associates at all levels in North America. The HR Manager will participate in leadership meetings, to understand the current and future business strategy and challenges, and to provide proactive solutions and support as it relates to HR topics. Primary areas of responsibility include; talent acquisition and workforce planning, talent development, employee relations, compensation, performance management, change management and positive cultural preservation.
This is a blended role of strategic and operational HR activities.
The successful HRBP will bring a breadth of dynamic experiences in the field, as well as a polished and professional demeanor to work closely with all levels of the organization.
Position will have one direct report, and strategic oversight of Associates in locations in Fairport, NY, Lancaster, PA and Pittsburgh, PA. Total population 200 Associates.
Talent Acquisition and Workforce Planning: Forecasts staffing needs based on business plans. Implements appropriate actions to address short and long-term strategy. Sources talent both internally and externally, and proposes creative solutions to leadership to address talent gaps. Supports and promotes local university co-op programs and internal Bosch Junior Management Program (JMP) and Professional Development Trainee (PDT) programs as sources of talent.
Talent Development: Leads and facilitates career development discussions (CDDs) with associates and their leadership, and creates actionable development plans to support the achievement of associate career goals. Assesses talent gaps identified through the annual goal and performance discussion process (GPD,) competency management (CptM), and annual talent review and succession planning (TAR,) and works with the Bosch Training Center (BTC) to identify available training to close the gaps. In collaboration with leadership team, identifies high potential associates and recommends for internal talent development programs. Facilitates internal trainings and team building workshops.
Employee Relations: Partners with associates and leadership team to communicate various HR policies, procedures, laws, standards and government regulations. Coaches and supports leaders in providing consistent company policy interpretation and deployment. Conducts investigations, and supports leaders with disciplinary and exit meetings as required.
Compensation: Monitors market and position trends with regard to compensation. Owns the annual salary review process (ASR) for the BU Security in North America, and proposes increases to leadership based on performance, potential, risk and market data.
Performance Management: Supports the annual goal and performance dialogue (GPD) process, and as needed performance improvement plan (PIP) process.
Change Management: Works with leadership to understand organizational changes and their impacts. Utilizes change management methodologies to support understanding and acceptance of the change, and deliver positive business outcomes. Identify and partner withinternal change agents to support integrated change initiatives across locations.
Positive Cultural Preservation: Embrace, promote and live the Bosch values (future and result focus, responsibility and sustainability, initiative and determination, openness and trust, fairness, reliability, credibility and legality and diversity), We Lead Bosch Principles and the North America Employee Value Proposition in support of a positive and inclusive team spirit.
Completes special assignments and projects in support of the Bosch Building Technologies (BT) HR team in North America and the greater BTNA entity. May be involved in M&A activities as needed by the business.
You bring a minimum of a Bachelor's Degree in Human Resources or related field. You have no less than eight years HRexperience, including five years of leadership experience. PHR, SPHR, SHRM-SCP, or SHRM-CP preferred, however not required.