About this opportunity
Ducommun Incorporated lists this HR Manager opportunity in st. croix falls, Wisconsin. Review the employer’s description below for duties, qualifications and application requirements.
Job description
HR Manager
Serve as the business partner tosite leaders and support the marketing and deployment of HR support activityfor the site. Plan, organize, direct, control and coordinate the personnel,training, and employee relations activities of the facility. Duties involveexecuting corporate policies; directing the selection, training, development ofemployees; performance management; administering benefits; safety; employeemorale programs developing wage and salary schedules.
Founded in 1849, Ducommun is the oldest company in California. Starting as a hardware supply store during the California Gold Rush and eventually assisted in the birth of the aerospace industry in Southern California by providing aircraft aluminum to early aerospace pioneers like Lindbergh, Douglas and Lockheed.
Today Ducommun is a global provider of innovative manufacturing solutions for customers in the aerospace, defense and industrial markets. We specialize in electronic and structural systems, producing complex products and components for commercial aircraft platforms, mission-critical military and space programs, and sophisticated industrial applications.
Our facility in St. Croix Falls, WI offers a range of ammunition handling & delivery systems supporting the full spectrum of small and medium caliber weapons.
Job Summary
Partner with PCD Leadership:
Function as key HR strategic business partner with business leadership teams to develop and execute critical business and organizational strategies and align with the PCD value proposition
Be a credible coach and confidante to the leadership teams, as well as a strong employee advocate
Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, employee engagement, etc.
Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications
Policy, Procedure and Process Administration:
Maintain fiscal responsibility for all expenses, services, outside resources and business practices
Manage training, labor and resource budgets to support AOP (Annual Operating Plan) and LRP (Long Range Plan)
Manage project budgets and initiatives for HR and SBU as required
Manage PCD compensation structure including development of wage and salary schedules
Maintain recruiting costs and budgets such as advertising costs, salaries, relocation expenses, and recruiter / agency fees
Change Management:
Serve as expert in change management processes to positively impact organizational effectiveness
Provide guidance and coaching to leadership team on change management
Drive and enable cultural transformation to support a progressive, diverse, and inclusive environment
Strategy Development and Implementation:
Develop a sustainable strategic workforce plan for the organization
Align HR and OD activities and initiatives with AOP and LRP and with business value proposition goals and objectives
Proactively seek opportunities to drive efficiencies and performance of the HR function to meet needs of the future state of the organization
Provide coaching and guidance to managers on organizational development related matters, including organizational analysis, strategy, structure and key processes to support organizational/business needs
Talent Development:
Provide guidance to leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support current and future business needs
Develop career path opportunities within the organizational structure and provide guidance to leadership on career planning discussions
Support and foster growth and professional development of direct reports within Human Resources as well as talent in other functional areas of the organization
Provide ongoing coaching and mentoring to staff to drive engagement and productivity
Provide clear goals and expectations to encourage successful performance of others
Policy, Procedure and Process Administration:
Implement and administer corporate policies; align processes with key compliance controls and support audit processes and requirements
Must provide guidance, implementation and participation in the creation of company HR policies/procedures, applicable contracts/agreements (temporary agency, employment offers- performance, offers, etc.)
Must be able to interpret and provide guidance regarding federal, state, and local employment laws/policy
Ensures effective human resource systems and processes are developed, implemented and continually improved
Benefit Administration:
Administer employee benefit programs (e.g. Medical, Dental, Vision, Retirement, Disability, etc.) including training, open enrollment processes, implementation of new programs and employee support
Support and drive employee participation in company sponsored wellness programs
Manage employee leave of absence programs and interactive processes to ensure compliance with FML and ADA requirements
Safety & Worker's Compensation:
Support EH&S officer in the implementation of safety initiatives and requirements
Manage worker’s compensation process related to medical treatment, cost control and claim adjustor communication
Proactively support safety concerns and issues through collaboration with EH&S and operations
Ensure proper safety training is provided to new hires and support monthly training initiatives provided by EH&S officers
Performance Management:
Will need to collaborate with and influence a team of centralized HR Generalists.
Drive a culture of fair and equitable employment practices
Provide and foster ongoing coaching and counseling of employees through training and guidance with all people managers
Administer and oversee all performance appraisal, goal setting and 360° feedback processes
Manage performance issues through administration of the company performance coaching and counseling policy
Recruiting and On-Boarding:
Responsible for assessing and supporting the workforce requirements for the SBU
Drive efficient and timely recruitment strategies to support the needs of the business
Focus on recruiting strong talent to enhance bench strength and support succession planning goals and objectives
Develop best practices with on-boarding programs and assimilation of new employees
Manage Affiniti Plan reporting and diversity requirements
Employee Engagement and Recognition:
Build and support an employee engagement strategy that facilitates organizational performance and enables successful organizational change
Coaches and advises on appropriate total rewards strategies, programs, and tools to enhance organizational performance and employee engagement
Facilitate programs and work structure that promotes employee ownership and empowerment
Internal Communication and Collaboration:
Support and promote company core values of honesty, professionalism, respect, trust and teamwork and utilize the Ducommun Way methodology to achieve objectives
Drive strong employee relations through frequent and clear communications, clarity of expectations, and promoting positive relationships among management and employees
Collaborate with other HRBP leaders to share best practices, critical needs issues, and PCD initiatives
Works collaboratively with operations center leadership and teams to continuously assess operating plan and functional results to apply necessary business improvement methodologies
Build and develop close relationships with cross functions (Operations, PMO, SC, Finance, PI and Engineering)
Build and develop close relationships with HR peers to drive alignment, standardized work and drive growth and results
Work with cross-functional teams to ensure the HR function supports and meets long term plans and initiatives
Required Skills and Qualifications
Must have experience in partnering with business leaders to meet business objectives.
Union Shop and Labor Relations experience
Demonstrated strategic thinking and delivery with proven, measurable results for managing change
Strong talent management, leadership development, performance management, and org dev. experience
Demonstrated success in creating an environment of trust with customers where integrity is unquestioned; can effectively utilize negotiation and conflict resolution skills when needed
Ability to analyze HR metrics for use in developing goals and driving key business strategies and objectives
Excellent interpersonal, influencing and communications skills with all levels of the organization required
Maintains knowledge of industry trends and employment legislation and ensures business compliance
Confidentiality is a must
Ability to build trust and serve as an employee advocate
Strong analytical and communication skills
Computer knowledge and skills, i.e. MS Word, Excel, PowerPoint and HRIS experience
Pleasant personality must interact with all levels of personnel, customers and vendors
Ability to manage numerous projects and meet deadlines as required
Conscientious, organized and meticulous — records must be accurate and maintained
Ability to read, understands, and communicates internal procedures and policies
Team oriented with a continuous improvement outlook
Understanding of Behavioral Interviewing Techniques
Ability to problem solve and conduct root cause analysis
Ability to understand lean principles/methodology
Ability to learn the basics of manufacturing processes within the facility
Basic understanding of accounting and finance reports/principles
Ability to create presentations and to make presentations to employees at all levels
Required Experience and Education
Bachelor's Degree required, Masters preferred
Minimum of 8 years of progressive HR experience
Minimum 8 years of Managerial / Supervisory experience
Manufacturing industry experience preferred
Licenses, Certifications, etc.
SPHR Preferred
Equal Opportunity EmployerVeterans/Disabled
1105 E Pine St
St Croix Falls, Wisconsin, 54024
United States
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Who can apply
Review the original listing for work authorization, qualifications and employer requirements.