Overview Assists and executes various Human Resources functions including employee relations, staffing, orientation, benefits administration, payroll, workers compensation, training, safety programs, and compliance to federal, state, and local employment and safety laws and company policies. Responsibilities Talent Acquisition In collaboration with leadership, develops and executes, short- and long-term plans to recruit and fill open direct labor positions, monitoring progress to ensure alignment. Supports client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization. Employee Engagement, Communications and Union Relations Drives employee engagement, ensuring that employees voices are heard, suggestions are addressed, and continuous improvement actions are taken. Coordinates communications: from Town Halls to beginning of shift meetings, ensuring that clear and consistent messages are shared between leadership and the workforce. In partnership with the HR Manager, coaches and counsels leaders and employees on employee relations matters consistent with company policies, legal considerations and company priorities serving as an advocate for both employee and company concerns. Conducts and addresses issues discovered in investigations. Addresses grievances and employee/union matters. Participates and leads parts of the collective bargaining negotiation process. Total Rewards Management Partners with the HR Manager and Total Rewards COE to effectively implement and communicate compensation and benefits programs to successfully attract, motivate and retain employees. Assists in identifying and developing innovative incentive/reward systems which address the unique needs of their location. Talent Management, Training and Development Drives progress toward Diversity, Equity, and Inclusion aspirations and ensure diversity of talent. Consults with leadership on training and development needs within their teams. Delivers training if/as needed. Change Management / Organization Leadership Partners with the HR Manager in organizational transformation initiatives and partners with the leadership team in elevating the performance of the business. Drives organizational health, Inclusion, Diversity & Equity and culture initiatives. Qualifications Bachelor’s degree in Business Administration, Human Resources and/or a closely related field with up to 1-3 years of progressive experience in Human Resources Culture and Transformation: Experience in building and sustaining positive culture Business acumen: Curious about business; with good business sense and judgement. Problem solving: Well-honed analytical and problem-solving skills bringing facts and data to decision-making. Creative with a results-oriented mindset. Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence leadership. Consulting: Strong coaching, consulting, and facilitation skills. Change Management: Ability to assist in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles. Project Management: Demonstrated ability to prioritize and manage multiple projects simultaneously. Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Ability to manage a complex set of stakeholders. Preferred: Previous HR roles in a regulated manufacturing fast-paced business.