HUMAN RESOURCES MANAGER

Position Summary

Key leader managing the human infrastructure at Warren Pumps and Portland Valves integrating expertise in Union relations ensuring business effectiveness and success through leveraging a full range of Human Resource functional capabilities. This will include talent sourcing and selection to SG&A level, associate relations including union labor relations, management of retiring associate process, conflict avoidance and resolution, organizational development, onboarding and retention, HR data accuracy and reporting, compensation/rewards and recognition program development and administration, training program development and delivery, benefit management, organizational communications and health, safety and Workers Compensation program support.

KEY RESPONSIBILITIES

Management/Leadership Team Member

Ensure the interests of the HR function and local business are well understood and properly aligned to effectively deliver on annual and strategic CFX / CFH business objectives. Provide a focus on developing an environment in which each employee enthusiastically and fully engages in the delivery of positive, sustainable results.

This will include:

• Working with local leaders to identify and bridge talent gaps
• Participating in the design of HR programs and processes; and tailoring them for effective local implementation
• Representing/explaining the interests and concerns of Warren based leaders to internal and external stakeholders
• Representing/explaining and gain support for longer term initiatives required by various parts of Colfax
• Becoming a trusted advisor to all levels and all functions of the organization on matters pertaining to the positive engagement of people, individually and organizationally

Union/Labor Relations

Function as primary leader and liaison between the local business and Union representatives fostering amicable relations supporting CFX / CFH business objectives.

This will include:

• Serving as top point-of-contact with Union representatives
• Leading resolution of concerns/issues before reaching grievance-level
• Managing the process for open positions for bid within site
• Managing and elevating issues to appropriate leadership levels as necessary
• Accepting grievances from Union and overseeing the development of action and communication steps for resolution
• Provide HR leadership in meetings and bargaining

Talent Sourcing and Selection (non-union)

Attract, select and hire best talent through maintaining and improving processes which assure integrity, government compliance, short time to fill, low cost and positive experience for candidates and hiring team.

This will include:

• Ensuring that internal talent is identified, know of and considered for appropriate openings
• Ensure internal and external cost-effective plans are in place and properly implemented to deliver just in time, high candidate quality, results
• Develop a talent pipeline for each hard to fill position
• Identify and maintain strong relationships with government and private (agency) sources for referral of top candidates
• Work with technical schools and universities to develop and identify emerging talent
• Work with temporary placement agencies to ensure referral and proper management of high-quality placements
• Administration of skill assessments, effective interviewing, participation in selection, development and presentation of offers, managing acceptance and start process
• Benchmark positions to insure external competitiveness and internal equity and affordability

Associate Relations including Union Labor Relations, Talent Retention, Conflict Avoidance and Resolution

Maintain a work environment where employees understand, are comfortable with and proactively access appropriate internal support for their interests and concerns.

• Support supervisors and associates with communications, training and coaching on how to interpret and apply HR policies and procedures especially in core areas of interest such as job openings, time and attendance, performance evaluations/disciplinary action, pay and benefits and within Union guidelines where and as applicable
• Build strong relationships with managers and associates to identify and present associate relations issues before they arise
• Respond to and resolve complaints or conflicts through conducting investigations, and providing recommendations/resolutions to corrective action in accordance to company policy and within Union guidelines where and as applicable
• Support development, maintenance and communications of accurate positions descriptions and career paths
• Address and maintain data on areas of concern to enable systemic problem identification and resolution. This will include accelerating organization of outgoing knowledge base and managing risk from outgoing associates, improving onboarding of new and transferring talent to accelerate productivity, "management by walking around" all shifts, and exit interviews
• Responsible for programs and activities such as annual benefits open enrolment communications, year-round wellness initiatives; recognition programs for length of service, military service, educational attainment, retirement and birthdays; picnic, breakfasts, holiday gifts and charitable events like the United Way
• Support and advance health, safety and workers compensation programs

HR Data Accuracy and Reporting

• Encourage and support associate and manager self-service, where available. Where not available, insure accurate and timely entry of HR data (hires, data changes, terminations).
• Payroll-Timecard management. Work with managers to avoid timecard discrepancies such as time-off balances and leaves of absence. Ensure alignment to time keeping policies.
• Assemble and ensure data quality for external government reports, including unemployment, AAP, EEO-1, Vets 100, and internal reports including monthly headcount and turnover.
• Ensure that absence management tracking, reporting, communications is in place
• Ensure that the HR system accurately reflects all employee transactions from hire to retire or termination.

Organizational Development, Training Program Development and Delivery

• Work with leaders to ensure that new hires, and associates new to a position, are enabled with the skills, knowledge and competencies to be successful. This includes an understanding of continuous improvement (CBS), Values and Ethics, safety, open door, roles and responsibilities and essential policies and procedures.
• Assist with development and maintenance of "people skills" assessment and development plan for each team leader and supervisor, as well as potential successor candidates.
• Assist with development and delivery of training programs in such areas as effective interviewing, conflict resolution, positive performance discussions and other required people skill areas.

Continuous Improvement

• Identify HR process gaps and inefficiencies. Recommend solutions.

CANDIDATE PROFILE

Knowledge, Skills & Abilities

• Demonstrated proficiency in designing and implementing fundamental HR programs and processes to attract and develop talent, benchmark and manage pay planning, manage performance, manage third party claims and audits and maintain positive relations with associates
• Proficient in designing and implementing effective organizational and change management; and in use of project management methodology
• Proficiency with employment legal requirements including but not limited to EEO/AAP, COBRA, FMLA, FLSA, HIPAA, unemployment. workers compensation. Familiarity with FCPA and SOX
• Intermediate Microsoft Office expertise with emphasis in Microsoft Excel and PowerPoint. Must be able to use these applications to drive, support and communicate analyses and recommendations
• Demonstrated ability to gain the confidence of and provide leadership to all levels of the organization
• Demonstrated ability to accurately perform high volume, detailed work including data quality review
• Ability to participate in planning and influence decisions in writing and verbally; and to speak persuasively one-on-one and to groups.
• Demonstrated problem-solving and data analysis skills, using both to support recommendations, track and improve actions
• Strong process improvement, customer satisfaction and team orientation
• Ability to move safely in a manufacturing environment
• Ability to travel domestically
• Experience working across time zones and cultures

Strongly preferred:

• Saturation in a union environment as an HR leader
• Experience in developing new and creative ways to attract top talent
• Well-versed in talent management and organizational development
• Lean / Process Improvement certifications; or use of continuous improvement tools such, 5S and value stream mapping, 5 Why's, RACI, Hosin Kanri
• Ability to use a full range of technology including social media

EDUCATION & EXPERIENCE

• Minimum 10 years of HR generalist experience, at least 4 of which are in a unionized manufacturing environment
• Minimum 4 years in HR Management role driving effective business results through HR programs
• BA/BS in business or related field

Other

• U.S. Citizen

BENEFITS

Employee Ownership Program:

As part of CIRCOR's acquisition by KKR, you're not just an employee - you are an owner. All employees are owners of the company and everyone has a stake in the company's success. Our ownership culture fosters a sense of pride and accountability, driving innovation and excellence across all levels of the company.

Since 2011, KKR portfolio companies have awarded billions of dollars of total equity value to over 60,000 non-senior management employees, demonstrating how broad-based engagement and alignment can create business value while driving greater financial inclusion.

Other Benefits Include:

• Generous paid time off policy
• Medical, Dental, Vision Insurance available first day
• Company Paid Life Insurance and Short-Term Disability Insurance
• Educational Assistance
• 401k with company match
• Employee Referral Bonus Program