Human Resources Manager Detroit
Description
We – more than 6,000 employees in 14 countries – are Kautex Textron. As one of the Top 100 global automotive suppliers, we develop innovative fuel tank systems for all of the world’s leading car manufacturers.
We are innovators: Our Selective Catalytic Reduction System segment offers industry leading technology to reduce emissions. We value the diversity of thought that drives innovation and engagement – and we take pride in watching our ideas become reality.
We place a strong focus on the development and promotion of all employees, which is an essential part of our growth strategy. Our recognition by “Deutscher Bildungspreis 2015” (German Education Award) underscores the excellent development and talent management at Kautex. Would you like to be part of our success story?
Kautex is seeking a Human Resources Manager for our operations based in Detroit, Michigan. The role will be primarily responsible for assisting the location of 300 employees. Other COE responsibilities and/or projects will be assigned as deemed necessary for functional and operational success and the professional growth of the candidate.
Job Description
This position provides strategic and operational support in partnership with business unit leadership. This position also plans and implements human resources initiatives designed to maximize organizational effectiveness through talent management processes, talent/successor development, and job/organizational design. The role also has responsibility for activities in recruiting/staffing, ethics and compliance, positive employee relations, labor relations, compensation, benefits and payroll. Additionally, the position acts as the Compliance Officer for the sites and has direct or co-responsibility in ensuring federal and state compliance. The HR Manager aligns HR initiatives with strategic business objectives and coordinates with the global and regional (Americas) Human Resources team to execute objectives consistent with business and HR strategy, policies and practices.
Key Areas of Responsibility
Acts as key partner in talent development and organizational succession planning. With leaders, develops and administers the business unit and/or organizational talent review.
Acts as advocate and advisor to employees and leaders regarding career and leadership development initiatives.
Identifies and migrates HR best practices on a regional/global basis through Human Resources leadership.
In collaboration with the respective functional personnel, coordinates staffing forecast to project employment/deployment needs using the Strategic Workforce Plan. Where appropriate, coordinates/supports hiring activities with recruiting and operational leaders.
Collaborates with client group to manage employee job performance by coaching, counseling, and disciplining employees, planning, monitoring, and appraising job results.
Active agent in creating a positive employee environment; including building strong, effective relationships with union leaders and members.
Develops and delivers knowledge and tools to leaders and employees regarding human resources policies and practices.
Initiates, coordinates, and drives accountability with project, operational, and personnel policies and procedures. Acts as primary contact for employee relations’ issues/resolutions.
Leads ethics and compliance investigations, as required.
Capable of providing business case support for staffing and organizational changes.
Able to execute and educate on federal and state regulatory requirements to support the business success, including drug and compliance testing.
Provide guidance and recommendations on site specific or escalated benefits and pay issues.
Contributes to team effort by acting as part of the team to accomplish team objectives.
Monitors and tracks reporting from HRIS system on PMP performance and Performance. Improvement Plan (PACT) processes. In addition, is committed to data accuracy and utilizing data analysis to benefit the organization and its employees.
Operates within the boundaries of the Textron Business Conduct Guidelines.
Supports competitive pay and retention practices by collecting data, researching and making salary recommendations where appropriate.
Highly effective in a matrix and global environment and with working remotely to achieve success.
Drive an environment of engagement, shared success and continuous improvement.
Qualifications
Experience:
HR professional with a high-level of generalist knowledge required
5 years of leadership experience in a union shop environment, experience with NLRB-related activities, and experience in contract negotiations
5 years of progressive experience working in a union environment and with collective bargaining agreements (CBAs) and proven success in applying CBAs
Experience in a manufacturing operation strongly preferred
Knowledge of applicable employment laws and government regulations of US required
Strategic thinker with strong organizational, project management and facilitation skills.
Ability to earn a high level of trust and to demonstrate integrity in actions and decisions.
Strong analytical skills and ability to mine business intelligence, assess data, and draw conclusions.
Strong ability to balance between competing priorities and be flexible and creative in a highly dynamic environment.
Able to travel, as business needs require (5%)
Education:
EEO Statement
Textron is committed to providing Equal Opportunity in Employment, to all applicants and employees regardless of, race, color, religion, gender, age, national origin, military status, veteran status, handicap, physical or mental disability, sexual orientation, gender identity, genetic information or any other characteristic protected by law.
Pay Transparency Policy Statement
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise, have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
Job Human Resources
Primary Location US-Michigan-Detroit
Recruiting Company Kautex
Schedule Full-time
Job Level Manager with Direct Reports
Shift First Shift
Req ID: 270714