Job Description

Howmet Aerospace has an opportunity for an on-site HR Business Partner to join our Whitehall, Michigan team! Reporting to the HR Manager, the HR Business Partner is responsible for direct partnership to staff level leadership and employees across the facility to deliver value added initiatives and support business goals, including fostering a positive and productive work environment, employee relations, talent development, HR compliance activities and conducting investigations to resolution.

Job Responsibilities

• Develop and implement tactics to execute HR strategies that achieve the overall business goals as part of the campus HR team.
• Positive employee relations – build and enhance an environment in which employees are actively and willingly engaged in helping improve the business
• Work with leaders and employees on performance management, individual development plans, coaching and counseling.
• Engage in HR compliance activities to ensure compliance with regulatory requirements and company policy.
• Assist in handling employee relations, investigations, and conflict resolution.
• Coordinates Talent Reviews, Development Plans, & Performance Improvement Plans with Management.
• Perform specific HR administrative tasks as necessary.
• Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.
• Ice breaker to test retention & effectiveness of new hire orientation topics with new employees.
• Develop a tracking tool to capture all variety of help chain connections from new employees’ interactions.
• Coordinates between all departments SPA’s gathered items & follow up closure of items.
• Compile HR metric related data to present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up.

Job Roles

• Business sense--understands operation and business goals; prioritizes business needs in decision-making; anticipates ramifications of actions; proactive
• Relationship and communication--interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; presents with confidence; balances toughness and compassion
• Talent advocate--coaches, mentors and creates experiences to select and develop talent internally and externally; prioritizes investment in people as the best means to achieving meaningful and measurable outcomes; grows pool of potential successors
• Learning and expertise--stays abreast of regulations, policies and marketplace trends; understands and interprets on behalf of the organization; serves as resident expert on a variety of matters and their respective applications; identifies areas for individual and collective improvement
• Organization and structure--detail and follow through oriented; maintains records; provides accurate information; coordinates all aspects of people strategy; executes against talent strategy, evaluating accordingly
• Balanced approach--responsive, future focused and proactive in turn; follows through and asks questions; takes ownership yet has good boundaries; educates while executing tasks; provides accountability with support
• Flexibility--manages time and energy well; makes decisions based on information available; handles a variety of situations in a day; switches between applications seamlessly; delivers according to varying key success measures; adapts well to changes in the business environment and spur of the moment needs
• Integrity--operates with utmost ethical standards; sets rules and enforces laws in an impartial manner
• Customized approach--understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well
• Influence--understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goals
• Synthesis--makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concerns

BASIC QUALIFICATIONS

• Bachelor’s degree in human resources or similar field from an accredited institution.
• Minimum of 3 years of proven work experience as an HR Generalist or in a relevant HR role responsible for employee relations, performance management and other related HR activities.
• Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.

PREFERRED QUALIFICATIONS

• Solid communication skills (verbal and written)
• Ability to handle sensitive and confidential information