Human Resources Manager, Technical

This position provides primary HR Business Partner support for the Global Supply Chain Technical Organization which includes the following groups: R&D, EPS, Global Technology Platforms, Continuous Improvement and Global Quality. In addition, this position will be responsible for developing, facilitating and overseeing programs and strategies to drive Change Management, Employee Experience and alignment of policies, processes and procedures for the Technical Organization. This position will play a key leadership role in the transition and assimilation of cross functional, multi-business unit teams to the new Global R&D Technology Center. 

Additional Information

The travel for this position will be 10%

HR BUSINESS PARTNER SUPPORT

• Providing proper administration of all other corporate, division, and technical center programs to assure the Human Resources function is responsive to the needs of the GSC technical groups. Additional this role will serve as the first available resource for all employees at Morikis Global Technology Center.  This is accomplished by creating and effectively managing systems in the areas of: 
  • Recruitment and Selection
  • HR Planning
  • Training and Development
  • Employee Relations
  • Labor Relations
  • Communications
  • Reward Systems
  • Compensation
  • Benefits
  • Safety
  • Discipline and Management
  • Culture & Belonging

EMPLOYEE EXPERIENCE & BELONGING

• Support leadership integration efforts – Act as a strategic partner to R&D, EPS, Platforms, Quality and CI leadership, advising on people-related challenges and opportunities during the transition. Summarize key takeaways and themes and propose strategies to HR Director and Cross-divisional R&D HRBP’s
• Influence and Collaborate with Leadership: Work closely with senior leaders to align engagement and culture initiatives with the organization’s strategic goals. Ensure leadership is actively involved and supportive of these activities
• Building Relationships – Responsible for building cross functionally and across Business Unit partnerships. Ensuring there is harmonization on initiatives where it makes sense for the business. 
• Influence, lead and execute engagement strategies – Implement programs that foster employee involvement, communication and alignment with organizational goals 
• Measure and Analyze Engagement: Determine and set engagement metrics across all groups at the Brecksville site and field (utilizing Employee Engagement Survey results and other identifiers), and work with business leaders to develop and execute action plans. Analyze the data to identify trends, areas for improvement, and the impact of the current initiatives
• Champion and support the integration of team Norms into the new building environment, to ensure alignment across all groups and expeditiously address concerns

HRBP CHANGE MANAGEMENT

• Developing and ideating Change Strategies: Create structured plans to help Technical employees adopt new processes, technologies, or organizational structures effectively 
• Engage Stakeholders: Identify and involve key stakeholders early in the process to gain their support and address their concerns. Regularly communicate updates and gather feedback to ensure alignment
• Execute Change Strategies effectively in partnership with the various technical teams
• Communicate Effectively: Design and deliver clear, consistent, and transparent communication plans that articulate the vision, benefits, and impact of the change. Use multiple channels to reach all employees and summarize themes and recommended path forward to R&D leaders 
• Provide Training and Support: Offer training sessions, workshops, and resources to help employees understand and adapt to the changes. Ensure ongoing support is available to address any challenges
• Monitor and Measure Progress: Establish metrics to track the progress of change initiatives. Regularly review and analyze data to identify areas for improvement and celebrate successes

SIMPLIFICATION AND HARMONIZATION OF ONESHW R&D INITIATIVES 

• Identify and lead synergies related to Talent Attraction, Development, Retaining and Engagement across Technical groups (EPS, R&D, Quality & CI and Platforms) and opportunities for alignment on key initiatives. Including by not limited to Employee Engagement Actions Plans, Technical Career Paths, Compensation Practices, Alignment of Site Practices, Policies, Succession Planning and Talent Sharing etc.
• Track Success of initiatives and report out feedback and improvement areas to HR Director and Technical Leaders      

Minimum Requirements:

• Must be at least 18 years of ag