Please carefully review the position requirements before submitting a potential candidate for consideration.
Overview The role will report to the Director HR and will provide strategic HR support for the Broken Bow NE manufacturing facility. This position works closely with the Plant Leadership Team and Plant HR Team to ensure the implementation of human resources and leadership practices processes and programs that enhance organizational effectiveness and associate development. As a member of the BD HR team the role will collaborate on the design development introduction and integration of HR processes practices programs and initiatives that contribute to both individual and company success.
Responsibilities
Partners with the Broken Bow Plant Leadership Team (PLT) to ensure an effective execution of all primary annual BD Human Resources processes for the business i.e. Human Resources and Succession Planning Performance Management and Development Planning Compensation Planning.
Identifies organizational needs and leads local efforts to ensure effective definition deployment and training around all business-specific and BD HR practices which incorporates clear accountability for HR Leadership Team members People Managers and other Support Associates. Sample practices include: Talent Management Organizational Capability and Capacity Analyses and Planning Recruitment and Selection Positive Employee Relations Associate Engagement Diversity Awareness Associate Communications Headcount management and requisition processing New Associate On-Boarding Compensation and Benefits Administration.
As a member of the Plant Leadership Team provides coaching in Destination/Vision/Mission and Business Planning Talent Management and Succession Planning Organizational Design and Development Competency Analyses Employee Relations Staffing and Selection Training and Development Coaching Leadership Development Team Development HR services delivery Compensation and Benefits planning and administration and Associate Engagement.
Consults with managers on organizational structures roles & responsibilities staffing levels etc.
Works with Plant Manager to design and evaluate effective staffing models. Manages change as needed when business needs require modifications to established models.
Coaches managers and supervisors at all levels providing timely and constructive feedback to help them improve their leadership effectiveness.
Identifies retention issues and recommends creative solutions to address them.
Assists leadership to create work environments & reward systems that keep the associates stimulated and the team and organization productive.
Consults with AccessHR on recommendations for critical disciplinary action ensuring consistency with Company policies and practices.
Works with the Talent Acquisition team and hiring managers to effectively & efficiently identify and fill vacancies with high caliber associates at competitive wages.
Consults hiring manager on AAP-related goals that affect recruitment activity.
Overall responsibility for the Year-End Compensation Planning process.
Performance Management
Assists managers with all aspects of the annual performance management and development process.
Partners with AccessHR to provide managers with training and coaching on documentation practices for all performance levels. This includes ensuring consistency in criteria for exceptional performance providing appropriate supporting information for marginal or below expectations and creating connected Development Plans to address weaknesses and utilize strengths.
Legal & Compliance
Serves as the site s Equal Opportunity Employment manager assuring compliance with all EEOC requirements.
Coordinates the annual Affirmative Action Plan update assuring Plant Leadership is aware of areas of underutilization and goals for the fiscal year.
Works with BD & outside Legal Counsel to assure all policies and practices are written fairly and are compliant with all legal requirements.
Ensures compliance with company and government requirements including BD Ethics Policy EEO AAP etc.
Identifies training needs for the site and secures appropriate resources to conduct training which may include conducting training courses.
Responsible for all local policy development/implementation.
Responsible for implementing BDX WW Business Unit Division procedures as required.
Other HR Partner Responsibilities
Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics.
Participates in development of methodologies operating practices work systems techniques tools and evaluation criteria for projects programs and people.
Responsible for other duties as assigned.
Qualifications
Bachelors degree in HR Business Psychology or a related field required.
8-10 years experience in the field of HR required with a strong knowledge of all HR functions as key business levers. Has worked in a generalist capacity that required experience specialization in one or more functional areas such as change management organizational effectiveness/development recruitment/selection compensation positive employee relations performance management HRIS or employee and management training/development policy development and administration and employment law. Will consider minimum of 5 years of exempt-level experience with a Master s degree in Business or Human Resources.
Experience managing non-exempt and exempt staff required.
Experience working in large complex environment and matrixed organization is a must.
Extensive HR client experience preferred. Total experience to include project and process leadership responsibility.
Experience supporting a diverse client group including clients ranging from non-exempt to professional business functions.
Proven experience working with others in the process of restructuring an organization (organizational design).
For additional details regarding submission eligibility and payment terms please refer to your contract. Only submissions from agencies with current service contracts in place will be considered.
Security Clearance Required: No
Visa Candidate Considered: No
Job Description:Industry: Medical Equipment / DevicesJob Category: HR Management - Other HRPlease carefully review the position requirements before submitting a potential candidate for consideration.OverviewThe role will report to the Director HR and will provide strategic HR support for the Broken ...
Job Description:
Industry: Medical Equipment / Devices
Job Category: HR Management - Other HR
Please carefully review the position requirements before submitting a potential candidate for consideration.
Overview The role will report to the Director HR and will provide strategic HR support for the Broken Bow NE manufacturing facility. This position works closely with the Plant Leadership Team and Plant HR Team to ensure the implementation of human resources and leadership practices processes and programs that enhance organizational effectiveness and associate development. As a member of the BD HR team the role will collaborate on the design development introduction and integration of HR processes practices programs and initiatives that contribute to both individual and company success.
Responsibilities
Partners with the Broken Bow Plant Leadership Team (PLT) to ensure an effective execution of all primary annual BD Human Resources processes for the business i.e. Human Resources and Succession Planning Performance Management and Development Planning Compensation Planning.
Identifies organizational needs and leads local efforts to ensure effective definition deployment and training around all business-specific and BD HR practices which incorporates clear accountability for HR Leadership Team members People Managers and other Support Associates. Sample practices include: Talent Management Organizational Capability and Capacity Analyses and Planning Recruitment and Selection Positive Employee Relations Associate Engagement Diversity Awareness Associate Communications Headcount management and requisition processing New Associate On-Boarding Compensation and Benefits Administration.
As a member of the Plant Leadership Team provides coaching in Destination/Vision/Mission and Business Planning Talent Management and Succession Planning Organizational Design and Development Competency Analyses Employee Relations Staffing and Selection Training and Development Coaching Leadership Development Team Development HR services delivery Compensation and Benefits planning and administration and Associate Engagement.
Consults with managers on organizational structures roles & responsibilities staffing levels etc.
Works with Plant Manager to design and evaluate effective staffing models. Manages change as needed when business needs require modifications to established models.
Coaches managers and supervisors at all levels providing timely and constructive feedback to help them improve their leadership effectiveness.
Identifies retention issues and recommends creative solutions to address them.
Assists leadership to create work environments & reward systems that keep the associates stimulated and the team and organization productive.
Consults with AccessHR on recommendations for critical disciplinary action ensuring consistency with Company policies and practices.
Works with the Talent Acquisition team and hiring managers to effectively & efficiently identify and fill vacancies with high caliber associates at competitive wages.
Consults hiring manager on AAP-related goals that affect recruitment activity.
Overall responsibility for the Year-End Compensation Planning process.
Performance Management
Assists managers with all aspects of the annual performance management and development process.
Partners with AccessHR to provide managers with training and coaching on documentation practices for all performance levels. This includes ensuring consistency in criteria for exceptional performance providing appropriate supporting information for marginal or below expectations and creating connected Development Plans to address weaknesses and utilize strengths.
Legal & Compliance
Serves as the site s Equal Opportunity Employment manager assuring compliance with all EEOC requirements.
Coordinates the annual Affirmative Action Plan update assuring Plant Leadership is aware of areas of underutilization and goals for the fiscal year.
Works with BD & outside Legal Counsel to assure all policies and practices are written fairly and are compliant with all legal requirements.
Ensures compliance with company and government requirements including BD Ethics Policy EEO AAP etc.
Identifies training needs for the site and secures appropriate resources to conduct training which may include conducting training courses.
Responsible for all local policy development/implementation.
Responsible for implementing BDX WW Business Unit Division procedures as required.
Other HR Partner Responsibilities
Works on complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics.
Participates in development of methodologies operating practices work systems techniques tools and evaluation criteria for projects programs and people.
Responsible for other duties as assigned.
Qualifications
Bachelors degree in HR Business Psychology or a related field required.
8-10 years experience in the field of HR required with a strong knowledge of all HR functions as key business levers. Has worked in a generalist capacity that required experience specialization in one or more functional areas such as change management organizational effectiveness/development recruitment/selection compensation positive employee relations performance management HRIS or employee and management training/development policy development and administration and employment law. Will consider minimum of 5 years of exempt-level experience with a Master s degree in Business or Human Resources.
Experience managing non-exempt and exempt staff required.
Experience working in large complex environment and matrixed organization is a must.
Extensive HR client experience preferred. Total experience to include project and process leadership responsibility.
Experience supporting a diverse client group including clients ranging from non-exempt to professional business functions.
Proven experience working with others in the process of restructuring an organization (organizational design).
For additional details regarding submission eligibility and payment terms please refer to your contract. Only submissions from agencies with current service contracts in place will be considered.
Job Location:
Monthly Salary:
Posted on:
Vacancies:
