Specialist 3 – Human Resources

Business Strategy & Organizational Effectiveness

• Serve as a strategic HR partner to the Supply Chain function providing input into business and people strategy.
  

• Represent the OneHR model and provide strategic guidance aligned to business objectives.
  

• Demonstrate fluency in business strategies financial drivers and competitive market dynamics.
  

• Diagnose organizational health using data analytics and business insights.
  

• Partner with leaders to ensure the organization is optimally structured to deliver short- and long-term business goals.
  

• Support annual operating plans workforce planning and long-range financial planning.
  

• Lead and execute organizational design and change initiatives including restructuring activities and post-change effectiveness planning.
  

• Support M&A / A&D activities including due diligence integration and change management.
  

Talent Strategy & Talent Management

• Identify current and future talent and capability needs using strong analytical and business acumen.
  

• Design and deploy talent strategies to attract develop reward and retain critical talent.
  

• Own and drive site-level talent management for the Añasco site aligned to global talent calendars.
  

• Lead succession planning efforts; assess pipeline strength and implement actions to strengthen gaps.
  

• Partner with Talent Acquisition to develop sourcing strategies for critical capabilities ensuring diverse candidate slates.
  

• Execute workforce planning activities aligned to business needs (e.g. product launches expansions).
  

• Support career planning talent pipelines and competency framework development.
  

• Execute DE&I strategies in partnership with business leaders and HR stakeholders.
  

• Partner across the OneHR model to execute buy/build/borrow talent strategies.
  

Culture Engagement & DE&I

• Partner with business leaders to shape culture and employee engagement strategies.
  

• Leverage engagement surveys employee sentiment attrition data exit surveys and predictive retention insights.
  

• Promote and embed Our Credo inclusion collaboration and growth mindsets across the organization.
  

• Advise Credo Action Teams DE&I Councils Engagement Teams and ERGs.
  

• Support cultural transformation initiatives aligned to enterprise priorities.
  

Leadership Coaching & Team Effectiveness

• Develop trusted coaching relationships with leaders and leadership teams.
  

• Coach leaders on performance management stakeholder engagement and team dynamics.
  

• Support leadership onboarding and transition plans.
  

• Partner with leaders to identify and implement team effectiveness solutions and facilitation support.
  

• Consult on disciplinary actions and employee performance matters in partnership with ER/LR.
  

HR Program Execution & Governance

• Ensure effective communication and deployment of enterprise HR programs (performance management job architecture policies).
  

• Facilitate slate approvals interview processes and offer approvals for critical roles.
  

• Manage talent nominations for leadership development and senior leader programs.
  

• Support compensation planning OA analyses and non-standard offer negotiations in partnership with Total Rewards.
  

• Align and communicate year-end calendars planning guidance and spending pools.
  

• Support country and regional HR policy rollouts and compliance requirements.
  

• Support contractor management including hiring negotiations and merit actions.
  

Requirements

Education & Experience

• Bachelors degree in Human Resources Business Administration Psychology or a related field.
  

• 6 years of professional experience with at least 2 years in HR or HR-related roles.
  

• Experience supporting business leaders in a strategic HR Business Partner capacity preferred.
  

• Experience in manufacturing supply chain or regulated environments is a plus.
  

Technical & Professional Skills

• Strong business acumen with ability to link people strategies to business outcomes.
  

• Experience in organizational design workforce planning and change management.
  

• Talent management succession planning and leadership development experience.
  

• Data-driven mindset with experience using HR metrics and analytics.
  

• Knowledge of DE&I strategies and employee engagement frameworks.
  

• Understanding of HR governance compliance and employee relations practices.
  

Soft Skills & Competencies

• Excellent written and verbal communication skills.
  

• Strong empathy emotional intelligence and active listening skills.
  

• Proven relationship-building and stakeholder management capabilities.
  

• Strong problem-solving critical thinking and conflict resolution skills.
  

• Ability to influence coach and partner effectively with leaders at all levels.
  

• High level of confidentiality integrity and professionalism.
  

• Adaptability and resilience in a dynamic business environment.
  

• Strong time management and prioritization skills.
  

• Cultural awareness and inclusive mindset.
  

Language & Travel

• Proficiency in English required.
  

• Ability to travel approximately 10%.