Consumer Goods Jobs in Alabama with TN Sponsorship

INTRODUCTION

If you are looking to make high impact at an innovative organization as an HR Manager who will partner to drive and support key initiatives and enable success for talent, teams and the company, then check out this great opportunity to join Arkema for HR Manager at our Mobile, AL plant site.

This position leads the plant HR strategy and partnership for Arkema’s Mobile site, including:

• Implements and provides HR partnership and support for business and plant initiatives driven by our business and manufacturing leaders.
• Partners with site leadership, HR leadership, HR Centers of Excellence and/or Legal team to lead site initiatives related to: change management, talent acquisition and development, compensation and benefits, succession planning, workforce planning and development and employment law.
• Partners to successfully negotiate to positive outcomes, mediate between differences of opinion, make sound, fair judgments in support of business objectives and provide trusted counsel to the Manufacturing Manager, Plant Manager and Site Leadership team.
• Operates as vital member of the Employee-Management Committee at the site, maintaining a reasoned balance in the relationship between the two parties.
• Ensures that AIMS HESQ policies & practices (ISO 9001, 14001, & 18001) are followed by self and site employees, including compliance with legal and regulatory requirements, (OSHA, EPA, TCEQ regulations and permits) quality systems, and safe work permit practices.

In addition and as part of our broader HR & Communications (HR&C) community, this role must been seen and operate as a valued, contributing, and collaborative member and teammate with their client groups as well as the broader HR&C community, including building strong working relationships with HR peers in the business and across HR&C.

This role will report to the Sr. HR Manager and have one indirect report (administrative role) at the site.

POSITION RESPONSIBILITIES/KEY ACTIVITIES

HR Business Partner for Client Groups

• Establish personal credibility as well as build and maintain strong partnerships with the leadership team at the site and the Corporate HR&C team.
• Be an active member of the Plant Leadership Team and ensure all HR topics and initiatives are discussed and represented there.
• 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 talent acquisition, on-boarding, development, hiring, promotion and departure processes with assigned client groups as follows:
  • For plant site: Direct management/execution of recruitment, on-boarding, development, promotion and exits of employees.
• 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 and communicate HR metrics to client groups, including talent acquisition, turnover, promotions, transfers, terminations and performance appraisals.
• 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

• Partner with HR leadership, HR Business Partners and HR COEs (Centers Of Excellence) to put in place proper process and delivery of all Core HR processes.
• For plant site - Coordinate the administration of the H&W/FMLA/STD/Workers Comp benefits of union members and non-union employees alike. Act as liaison between employees for the H&W fund, the company’s third party STD/LTD administrator and corporate HR.
• 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) by updating information for entry of employee changes through various HR cycles.

Compliance and Employee/Labor Relations

• Ensure awareness and compliance with HR policies within client groups.
• Address and resolve HR issues that have been escalated by the plant employees, plant management and BU management.
• 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 Arkema and individual leaders. 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 video information system management as it pertains to sound HR practices.

CONTEXT AND ENVIRONMENT

• 15% travel as needed to offsite meetings and visits to other sites.
• Can establish presence in the respective plant(s) even when absent through their relationship building skills and client centric service.
• Composure, ability to build rapport and trust, good judgment and analytical skills are needed to be effective in the role.
• A sense of urgency and a proactive approach to addressing HR issues is expected.
• Support site HES policy and comply with all regulatory and internal requirements.
• Participate in HES activities provided by site management and Arkema Inc. (e.g., Behavioral Base Safety, SafeStart, etc.)
• Support, promote and report all health, safety, environmental, near-miss, accident or injury incidents.

REQUIRED EDUCATION/QUALIFICATIONS/EXPERIENCE

• Bachelor’s degree (B.S.) is required; a Master’s Degree is a plus.
• Labor relations knowledge and experience preferred.
• 5+ years of experience working in generalist function in the Human Resources field; Minimum 2 years at the management level with experience encompassing recruiting/employment, employee relations, compensation, performance management, training, employee development.
• Experience with dealing with diverse cultures.
• Experience and/or capacity to learn to work in matrix reporting structures.
• Must be a strategic and results-oriented leader, have a strong business orientation and be able to react quickly and effectively to changing situations.
• Demonstrated ability to work independently as well as a part of a diverse team.
• Experience with key HR processes and systems is needed; knowledge of and experience with SAP and Successfactors ERP preferred.
• Ability to read legal and financial documents, references in case law investigation, labor contracts, labor laws and rules and federal laws is a plus.
• Broad knowledge and experience in HR practices, policies, laws and regulations.

DEMONSTRATED COMPETENCIES

• Organizational/planning skills are critical for this role. Composure, ability to build rapport and trust, good judgment and analytical skills are also needed to be effective in the role. A sense of urgency and a proactive approach to addressing HR issues is expected.
• Develops and maintains successful, productive relationships with the various client groups.
• Sets a sound HR strategy for the client groups, linked to business needs.
• Ensures qualitative and cost effective workforce management.
• Implements effectively HR initiatives and processes within client groups (PMP, TR, etc.)
• Develops and maintains human resources strategies/procedures/programs linked to the client group’s strategies.
• Provides support to leadership teams of client group through advice, coaching, and development.
• Contributes to the continuous improvements of HR practices, processes and data management.
• Effective written and verbal communicator, in both one-to-one and group discussions.
• Strong time management and organizational skills.
• Ability to perform a variety of duties, often changing from one task to another of a different nature without loss of efficiency or composure.