engineering.tomorrow.together.

At thyssenkrupp we have more than 158,000 employees in 79 countries and annual sales of € 41.5 billion. We are active in automotive engineering, logistics, plant technology, steel production, elevator manufacturing and much more. We work in large and small businesses all over the world - but we always work together. We have over 200 years experience in industry and the latest cutting-edge technology. We have a position that's right for you, that piques your interest, and that puts your skills to the test.

Senior Human Resources Business Partner
thyssenkrupp Elevator Corp,
Location Ft. Worth

thyssenkrupp Airport Systems is part of thyssenkrupp Access Solutions, which in turn is one of the five Operating Units at thyssenkrupp Elevator AG with headquarters in Essen (Germany).

thyssenkrupp Airport Systems manufactures, installs, operates and maintains passenger boarding bridges through three companies at locations around the world:

1. thyssenkrupp Airports Systems S.A., based in Mieres, Asturias (Spain).
2. thyssenkrupp Airport Systems Inc., based in Fort Worth, Texas (U.S.A.).
3. thyssenkrupp Airport Systems Co. (Zhongshan) Ltd., based in Zhongshan (P.R. China)

We believe that quality is the key to successfully meeting our customer´s needs. Our highly skilled personnel work at every level of the company to offer clients innovative design and the most advanced technology, as well as the very best in product reliability and service.

Continuous investment in research and development leads to state-of-the-art design, where precision and accuracy are applied to our passenger boarding bridge (PBB) production line. This is equipped with the latest in automation technology, developed exclusively to manufacture this product.

 

Your responsibilities

Summary/Objective:


This position functions as an experienced HR business partner and consultant to thyssenkrupp Airport Systems leadership teams. Responsible for supporting the life cycle of the region’s workforce from candidacy of employment through career development and departure as necessary.

Essential Functions:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Acts as primary point of contact for senior leaders, providing expertise and guidance in the areas of performance management, change management, coaching, and talent assessment.

2. Acts as a direct liaison with branch and regional employees to efficiently and timely respond to internal customer inquiries regarding company policies and practices, benefits and work questions, and training opportunities.

3. Develops and manages specific HR programs and projects to support the organization’s strategic plans and to drive engagement.

4. Partners with other HR team members on company-wide initiatives and drives projects to successful and timely delivery.

5. Leads recruiting efforts and administrative follow up of regional trainee programs. Includes overseeing orientation, field training, completion of training phases and placement into sales and management positions.

6. Investigates employee and manager complaints. Reviews findings with director and management, and assists with follow up actions, including counseling and training.

7. Assists managers with recruiting efforts and advises on offer letter compensation and relocation to attract top candidates.

8. Creates, implements, and supports competitive attraction and retention strategies in partnership with the Talent Acquisition and Management Development teams.

9. Administers various functions involving leave of absences, including HCM system administration, communication with The Hartford, informing employees of their rights, return to work, ADA extensions and status of employment.

10. Facilitates performance management process with managers and employees, by answering questions and providing training. Ensures that management is completing process stages in a timely manner and process in effective and positive for employees.

11. Reviews employment actions and requests termination approval through corporate human resources and labor relations.

12. Reviews affirmative action data and compiles responses to OFCCP audits.

13. Visits regional, branch and district offices to perform human resources audits, pulse checks with employees and management, career counseling, and training.

14. Leads onboarding activities for new hires and ensures that follow-up activities are conducted. Includes processing new hire paperwork and ensuring compliance with local, state and federal laws.

15. Reviews and audits time and attendance files to ensure approvals are in compliance with company policy and local, state and federal laws.

16. Maintains data integrity of HCM system, and updates employment data as necessary.

17. Performs other duties as assigned.

Your profile

  1. Minimum 8 years relevant work experience in human resources with a strong recruiting, performance management, and employee relations background, driving HR processes across distributed structures.
  2. BA/BS college degree or equivalent combination of education and experience.
  3. PHR/SPHR certification strongly desired
  4. Strong HR Generalist background with core competencies in the areas of recruiting, compensation and benefits, human capital management, employee relations, talent development, organizational change, labor relations, employee development, and performance management
  5. Possess strong business acumen with the ability to serve as a key member of the HR Field Terrority team
  6. Able to work in a matrix environment to influence and drive HR best practices across operations and varying organizational levels
About thyssenkrupp
At thyssenkrupp we have more than 156,000 employees in nearly 80 countries and annual sales of €39 billion. We are active in automotive engineering, logistics, plant technology, steel production, elevator manufacturing and much more. We work in large and small businesses all around the world – but we always work together. We have over 200 years of experience in industry and the latest cutting-edge technology. We have a position that‘s right for you, that piques your interest, and that puts your skills to the test.

thyssenkrupp Airport Systems is part of thyssenkrupp Access Solutions, which in turn is one of the five Operating Units at thyssenkrupp Elevator AG with headquarters in Essen (Germany).

thyssenkrupp Airport Systems manufactures, installs, operates and maintains passenger boarding bridges through three companies at locations around the world:

1. thyssenkrupp Airports Systems S.A., based in Mieres, Asturias (Spain).
2. thyssenkrupp Airport Systems Inc., based in Fort Worth, Texas (U.S.A.).
3. thyssenkrupp Airport Systems Co. (Zhongshan) Ltd., based in Zhongshan (P.R. China)

We believe that quality is the key to successfully meeting our customer´s needs. Our highly skilled personnel work at every level of the company to offer clients innovative design and the most advanced technology, as well as the very best in product reliability and service.

Continuous investment in research and development leads to state-of-the-art design, where precision and accuracy are applied to our passenger boarding bridge (PBB) production line. This is equipped with the latest in automation technology, developed exclusively to manufacture this product.

 

Your responsibilities

Summary/Objective:


This position functions as an experienced HR business partner and consultant to thyssenkrupp Airport Systems leadership teams. Responsible for supporting the life cycle of the region’s workforce from candidacy of employment through career development and departure as necessary.

Essential Functions:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Acts as primary point of contact for senior leaders, providing expertise and guidance in the areas of performance management, change management, coaching, and talent assessment.

2. Acts as a direct liaison with branch and regional employees to efficiently and timely respond to internal customer inquiries regarding company policies and practices, benefits and work questions, and training opportunities.

3. Develops and manages specific HR programs and projects to support the organization’s strategic plans and to drive engagement.

4. Partners with other HR team members on company-wide initiatives and drives projects to successful and timely delivery.

5. Leads recruiting efforts and administrative follow up of regional trainee programs. Includes overseeing orientation, field training, completion of training phases and placement into sales and management positions.

6. Investigates employee and manager complaints. Reviews findings with director and management, and assists with follow up actions, including counseling and training.

7. Assists managers with recruiting efforts and advises on offer letter compensation and relocation to attract top candidates.

8. Creates, implements, and supports competitive attraction and retention strategies in partnership with the Talent Acquisition and Management Development teams.

9. Administers various functions involving leave of absences, including HCM system administration, communication with The Hartford, informing employees of their rights, return to work, ADA extensions and status of employment.

10. Facilitates performance management process with managers and employees, by answering questions and providing training. Ensures that management is completing process stages in a timely manner and process in effective and positive for employees.

11. Reviews employment actions and requests termination approval through corporate human resources and labor relations.

12. Reviews affirmative action data and compiles responses to OFCCP audits.

13. Visits regional, branch and district offices to perform human resources audits, pulse checks with employees and management, career counseling, and training.

14. Leads onboarding activities for new hires and ensures that follow-up activities are conducted. Includes processing new hire paperwork and ensuring compliance with local, state and federal laws.

15. Reviews and audits time and attendance files to ensure approvals are in compliance with company policy and local, state and federal laws.

16. Maintains data integrity of HCM system, and updates employment data as necessary.

17. Performs other duties as assigned.

Your profile
  1. Minimum 8 years relevant work experience in human resources with a strong recruiting, performance management, and employee relations background, driving HR processes across distributed structures.
  2. BA/BS college degree or equivalent combination of education and experience.
  3. PHR/SPHR certification strongly desired
  4. Strong HR Generalist background with core competencies in the areas of recruiting, compensation and benefits, human capital management, employee relations, talent development, organizational change, labor relations, employee development, and performance management
  5. Possess strong business acumen with the ability to serve as a key member of the HR Field Terrority team
  6. Able to work in a matrix environment to influence and drive HR best practices across operations and varying organizational levels