Regional HR Business Partner

Company Description

ITW (Illinois Tool Works Inc.) is a Fortune 200 company and is one of the world’s leading diversified manufacturers of specialized industrial equipment, automotive components, consumables, and related service businesses. ITW businesses serve local customers and markets around the globe, with operations in 55 countries and an employee base of more than 48,000 women and men who adhere to the highest ethical standards. These talented individuals, many of whom have specialized engineering or scientific expertise, contribute to our global leadership in innovation. We are proud of our broad portfolio of more than 17,000 granted and pending patents.

The Seats & Motion Division within the ITW Automotive Segment delivers highly differentiated, precision-engineered plastic solutions to our “80” global OEMs & Tiers across North America and Europe through customer back innovation, targeted at addressing the emerging pain points associated with passenger seating & comfort, and ensuring best-in-class quality & delivery through our commitment to 80/20 operational excellence. ​ 

Job Description

This strategic business partner role is responsible for planning, developing, and implementing HR programs, policies and practices that supports the business’ goals while ensuring the best experience for our people. This role will support the Division's US based manufacturing facilities, as well as the US Sales & Engineering team within our division.

Strategic Alignment - Identifies implications for organizational strategy along with recommendations to support longer term business growth.  Collaborates with the Division Leadership Team to identify change management implications and leads change.  Leads the integration for the HR function with the local management team and acts as a business partner.

Organization Design & Effectiveness - Consults with and advises business leadership and plant HR partners on organizational design (Clean Sheet Structure) that will enable the business to grow and operate effectively.  This includes evaluating work structure, job design, labor forecasting, and role and responsibility clarity.  Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.   Develop/administer employee performance management process and provide training and support in all components of performance management.

Talent Management / Employee Development - Assesses organizational capabilities and identifies gaps.  Works closely with the Division HR Leader and Sales and Engineering Leaders, to develop and implement Sales and Engineering Competency Frameworks that can further elevate the teams commercial skills. Actively participates with business leadership to source, evaluate, select and on-board talent.  Coaches business leaders, managers, and regional HR team on the development of others.  Interfaces with other ITW HR peers to advance movement of talent across business groups.  Helps identify development opportunities for talent within the business unit and tracks progress on development action plans.  Consults on succession plans.  Drives and facilitates management team in HR planning, assessment and succession plan reviews. Develops a high performing HR team.

Compensation – Develops job evaluations and oversees annual merit review programs. Coordinates with ITW Corporate compensation department as required.

Employee Relations - Builds and drives employee engagement.  Advises and coaches business unit management on resolving employee issues.  Manages complex or significant employee relations issues.  Analyzes employment-related concerns, patterns, and business needs to proactively develop and implement action plans to address pervasive issues.  Balances legal exposure with desired business outcomes.

Technical HR Support - Directs, recommends, and proactively guides regional HR team in local implementation of HR policies, practices, and initiatives.  Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization.  Leads any local Visa processes, as needed.  Designs, business unit specific policies and practices as needed.

HR Operations - Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained. 

Company Culture - In concert with the Division Leadership Team as well as Regional Leaders,, builds and dr