Areas of Responsibility:

1. Employee Relations:

Builds strong employee relations by fostering open communication, trust, and respect. Provides coaching and counseling to employees and managers on various HR matters, including conflict resolution, performance improvement, and career development. Drives the union avoidance culture in the facility.

2. Strategic Workforce Planning:

Collaborate on succession planning initiatives to build a robust pipeline of internal talent and ensure seamless leadership transitions. Provide guidance on organizational design and restructuring to optimize the site's operating model and support its strategic objectives.

3. Compensation:

Research and provide recommendations for annual merit budget by benchmarking local businesses, utilizing national resources and participating in regional annual salary surveys. Foundational understanding of compensation basics and Dodge philosophy. Provide salary recommendations to managers and VP HR for new hires and promotional increases and salary adjustments based on external factors, internal equity, job grade, experience, education, etc.

4. HR Reporting and Analytics:

Collect, analyze, and interpret HR data to provide fact-based insights that inform decision-making and drive continuous improvement in people-related programs and processes. Develop and present HR dashboards, reports, and presentations to site leadership, highlighting key workforce metrics, trends, and recommendations. Leverage HR analytics to identify opportunities for optimization, cost savings, and strategic alignment with the site's business objectives

Background:

Knowledge, Skills, Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field; master's degree preferred
• Minimum of 7 years of progressive HR or related business experience with at least 5 years in a management role preferred
• Demonstrated expertise in core HR disciplines, including talent management, employee relations, organizational development, compensation and HR analytics
• Proven track record of aligning HR strategies and initiatives with an organization's business goals and objectives
• Excellent interpersonal, communication, and stakeholder management skills to effectively collaborate with site leadership and employees
• Strong analytical and problem-solving skills, with the ability to turn data into actionable insights
• In-depth knowledge of labor laws, regulations, and HR best practices relevant to the site's industry and location
• Society for Human Resource Management (SHRM-SCP), Human Resource Certification Institute (PHR/SPHR) or equivalent certification preferred

Physical Demands

• Extended periods of sitting at a workstation
• Speaking in person and over the telephone or Teams online and the ability to hear, comprehend, and document detailed information from others.
• Ability to type, reach and grasp.
• Intermittent standing and walking within the office and shop floor environment.
• Ability to communicate verbally and in writing for extended periods over the phone and in person.
• Ability to travel and stay overnight

Essential Job Functions

• Serve as a trusted advisor to site leadership on complex employee relations matters, such as conflict resolution, disciplinary actions, and organizational changes.
• Ensure the fair and consistent application of the company's policies, procedures, and labor laws across the site.
• Lead investigations and make recommendations to address employee grievances, concerns, and allegations of misconduct.
• Ensures compliance with employment laws and regulations, minimizing legal risks.
• Partner with site leadership to analyze current and future workforce needs, identifying critical skills, capabilities, and talent gaps.
• Develop and implement workforce planning strategies to ensure the site has the right people, with the right skills, in the right roles, at the right time.
• Serve as the primary point of contact for the site's employees and managers, providing guidance and support on a range of HR-related inquiries and issues.
• Collaborate with the broader HR team to ensure consistent service delivery and the effective implementation of HR policies, programs, and procedures across the site.
• Collaborate with site leadership to assess organizational culture and identify opportunities for improvement.
• Design and implement organizational development initiatives that support the site's strategic goals and foster greater employee engagement, collaboration, and innovation.
• Lead change management efforts to ensure smooth adoption of new processes, systems, or organizational structures.
• Partner with internal communications to enhance the site's employee experience and strengthen the employer brand.
• Drive the facility’s interaction with the local community and school system