Swagelok is a global organization and one of the largest employers of manufacturing talent in Northeast Ohio.  We are driven by our core values of Quality, Integrity, Respect for the Individual, Customer Focus, Innovation, and Continuous Improvement, which are demonstrated through our daily actions. For 75 years, our dedication to our core values has been the foundation for our success.  Our products have been up into space, down to the bottom of the ocean, and everywhere in between. That same dedication spans to our customers. 
 

Throughout our organization we demonstrate a commitment to these values and those we bring onboard. Whether you want to grow in your role or explore broad opportunities and develop new skills—you’ll thrive in a culture that promotes learning and development. 

We strive to be a company where we all can do our best work with a true sense of purpose and belonging.  

Be Connected. Be Valued. Be You.  
 

We hope you’ll consider joining our team. 

The Sr. Human Resource Business Partner (HRBP) acts as a strategic partner to functional leadership teams by understanding the unique business conditions of the team and incorporating HR strategy, policies and procedures. The Sr. HRBP is the resource for executive leadership and associates and is relied upon as a subject matter expert on all Human Resource questions and advising.  The Sr. HRBP will ensure proper communication of all corporate HR programs and compliance. The Sr. HRBP will also be responsible for assisting in the development of leadership teams. 

Essential Duties & Responsibilites: 

HR Excellence: 

Drive process improvement on processes; lead the HR team in challenging current processes and driving change. This will be measured by HR leadership team through feedback from coaching, from the administration team and from customers. 

Work towards zero customer disappointment by meeting deadlines for all project work.  Provide timely communication responses to support business objectives 

Develop and implement HR strategies and initiatives aligned with the overall business strategy. 

Act as a consultant to company leadership on HR-related issues and play a key role in driving organizational success through effective HR practices. 

Business Partnership: 

Provide strategic guidance and support to department heads on workforce planning, talent management, and organizational development. 

Lead the implementation of HR initiatives such as performance management, employee engagement, and succession planning. 

Know the business being served at a deep level; this requires constant engagement with the management team including attending and participating in all elements of staff meetings and leadership team meetings.  Respond quickly and with sound business acumen to shifting priorities based on business need.  

Lead the business though all annual HR processes (Merit Planning, Organizational Reviews, Promotional Processes, Year End Calibration, Open Enrollment etc.).   

Collaborate with key internal partners (e.g., HR SME’s, Finance etc.) to support business objectives 

Collaborate with business leaders on the creation and implementation of HR strategies and solutions that support the short- and long-term business objectives. Partner with leaders in driving results of strategies.  

Investigate associate issues and complaints in a timely, professional manner; respond to and resolve issues as appropriate. Provide the management team with appropriate advice and counsel on associate issues. 

Actively manage the Performance Management and Merit planning process by understanding the standard work, deadlines and communication pieces from the corporate team.  Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines.  Lead rating calibration discussions.  Challenge the leadership team where appropriate. 

Drive performance management, not just on an annual basis but throughout the year by coaching management team on appropriate goal setting, coaching, and feedback. Coach managers on Performance Improvement process. 

Participate in the annual Affirmative Action Planning compensation and position analysis.  Understand and explain outliers to the leadership team and recommend corrections as appropriate. 

Recruiting and Onboarding: 

Facilitate new leaders in “New Leader Assimilation/On-Boarding” so their new roles are off to a successful start.  Follow standard work to make sure all steps are completed including the On Boarding Competency orientation process for office associates. 

Partner with site leadership to create relevant onboarding plans for leaders associates and ensure associates are aware of required onboarding courses. 

Workforce and Leadership Development: 

Drive change management initiatives and support organizational culture development. 

HR Strategy Advisor supports solutions to complex organizational challenges via people-related strategy and initiatives 

Actively manage the Talent Review process by understanding the standard work, deadlines and communication pieces from the corporate team.  Deliver the expectations in a clear and concise manner to the management teams and follow up on all relevant deadlines.   

Create value for the leadership team by creating the format for the Local Organizational/Talent Review.  Assist in challenging though processes, leadership development plans and exit strategies for associates.  Read and participate in editing all documents for consistency throughout the organization.  

Assist management team in evaluating current and future talent needs 

Conduct regular follow up with line leadership to advance development plans and address any outstanding actions from local talent reviews.   

Support the development of an appropriate workforce plan that identifies and responds to gaps in the current workforce 

Collaborate with Talent Acquisition and Learning and Development to hire and develop appropriate associates to achieve business objectives 

Collaborate with Organization Development to analyze and deliver the VOA survey results. Guide management team on developing effective action plans and facilitate their execution

Education and/or Work Experience Requirements:

Required: 

A Bachelor’s degree is required 

10+ years HR experience (5+ in a Business Partner role) 

Skills:  Strong computer software skills (i.e. MS Office, Org Plus, etc.), interviewing, facilitation, and presentation skills.  Excellent oral and written communication.  Must be able to resolve conflict and manage relationships.  Exceptional customer service, sense of urgency, and detail orientation is required.  Broad organizational knowledge is preferred.  

Competencies:

​​Collaboration 

​Influence 

​Decision Quality 

​Effective Communication  

​Developing Talent 

Working Conditions and/or Physical Requirements:

​Physical requirements associated with normal office working environment.  

​Ability to operate standard office equipment. 

​Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.  

​Ability to maintain regular, punctual attendance consistent with the ADA, FMLA and other federal, state and local standards. 

Swagelok provides a comprehensive package of valuable benefits called Total Rewards focused on health and wellness, compensation, retirement planning, and supplemental rewards.  
 

To apply: 

1. Click ‘Apply Now’ to the role of interest, upload your resume and complete the application.

2. Those that match our qualifications will be contacted to schedule a phone interview. 
 

Congratulations on taking the first step to Be Connected. Be Valued. Be You. 

Swagelok is proud to be an Equal Opportunity and Affirmative Action Employer.  Applicants are selected without regard to race, ethnicity, creed, color, religion, sex (including pregnancy), age, national origin or ancestry, disability, genetic information, veteran/military status, sexual orientation, gender identity, or other protected characteristic under federal, state or local law  

Swagelok will make reasonable accommodations in compliance with the Americans with Disabilities Act of 1990,the Americans with Disabilities Act Amendments Act of 2008, and Ohio state law.  

This job summary is intended to be brief and does not list all the duties for this position. Nothing in this job description should be construed as an express or implied contract of employment. Swagelok is an at-will employer, which means that either party is free to terminate the employment relationship at any time, without any advanced notice, for any reason or no reason.  

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