HR Manager

Description

The Human Resources Manager (HRM) will be a strategic thought partner to the Grinnell, IA manufacturing site leadership team. This position plays a pivotal role in driving HR initiatives and aligning HR strategies with the business goals and being bilingual in Spanish is required. This includes the ability to balance the day-to-day activities required in human resources for the approx. 350 person site while also thinking strategically about key opportunities that will further enhance the business as it relates to our talent initiatives. The ideal candidate has a continuous improvement mindset to continually analyze ways to improve culture, employee engagement, retention and skill development (for both employees and management) while supporting Jeld-Wen values and focus on Safety, Quality and Delivery. This leader will also focus on defining standards for how HR-related fundamentals are applied across the site and function. 

Principle Duties and Responsibilities

•    Acts as a strategic advisor to site leadership on all HR-related matters. 
•    Partner with business leaders, HR Business Partners, and Centers of Excellence to strategically implement initiatives to drive business strategy and improve organizational capability.
•    Coaches leadership to build leadership capabilities that address and resolve both human and technical aspects of the work environment while building a talent pipeline.
•    Provides day-to-day performance management guidance for line management (e.g., coaching, counseling, career development, disciplinary actions) as well as help management transition through our HR transformation into a Shared Services model.
•    Partners with key stakeholders to drive regular HR processes including annual salary planning, performance reviews, talent development, investigations, and succession planning. 
•    Acts as a trusted advisor to all ~350 employees and management at the site. Conducts regular roundtables in partnership with plant leadership, identifies key trends to improve working relationships, build   morale and increase productivity and retention.
•    Utilizes data insights and metrics to provide recommendations to enable sound talent decisions and initiatives.
•    Identifies ways to continuously improve the HR function, processes and procedures and shares best practices across the organization.
•    Participate and/or lead projects and special initiatives within and outside the HR function as assigned.
•    Develops direct reports via stretch assignments and coaching to help grow skillsets.

Knowledge, Skills, Abilities

•    Progressive experience as a strategic HR business partner. 
•    Comfortable with complexity, ambiguity, and the ability to managing change while also leading others through change.
•    Experience in transforming the HR function or working in an HR Shared Services model is beneficial, but not required. 
•    Demonstrated experience driving HR strategy in the following areas: performance management, employee engagement and retention, staffing, compensation, diversity/inclusion, leadership coaching and development and succession planning.
•    Developing HR goals and priorities that align to business priorities and supporting leaders to ensure business success. Partnering with leaders to hold their employees / teams accountable.
•    Proficient in technology and comfortable with data analysis.
•    Experience working in a large matrix organization is preferred.
•    Ability to understand and think strategically while managing and delivering on short-term goals.
•    Strong communication skills both verbal and written, and the ability to work across the organization and interact/influence/negotiate effectively at all levels.
•    Must have the ability to maintain the highest degree of integrity and confidentiality.