engineering.tomorrow.together.
Summary of Responsibilities:

Assists in development of the strategic direction of all Human Resources aspects within the Bilstein Poway Plant to include recruiting, compensation, education and development, benefits and employee relations. Manages the execution of strategy at the site to ensure support of all business objectives served through Human Resources. Interfaces with all levels within the organization. Works with minimal supervision and is responsible to independently make a broad range of critical decisions, escalating to the Manager, Human Resources and/or President only when appropriate.
Human Resources Manager
thyssenkrupp Bilstein of America Inc,
Location Poway
At thyssenkrupp we have more than 155,000 employees in nearly 80 countries and annual sales of €43 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.

Your responsibilities

• Participates in the development of Aftermarket (AM) strategies, plans and programs with the leadership team, with particular focus on the impact on talent. Translates strategic and tactical business plans and issues into HR strategies and programs.
• Develops and drives HR people strategies and agendas that support the business needs/priorities of the Company e.g., assessment, coaching, strategizing, driving change, retention, staffing, and development at Poway. Develops and implements HR programs that support strategic plans.
• Manages recruiting policies and procedures that result in the timely selection of top talent candidates for open positions. Recruits for key top-tier talent to support the company through its rapid growth while maintaining the organizational culture.
• Partners with peers on the AM leadership team to implement strategic HR initiatives and guide leaders on making tough employee decisions; coaches managers on employee relations, training and development, succession planning and compliance.
• Ensures the identification of quality successors to critical management positions and the effective development of the same.
• Ensures Human Resources policies and practices are in compliance with all federal, state, local and industry regulations.
• Oversees response to any regulatory challenge to obtain positive results.
• Works with tk Regional Headquarters personnel and the Manager, Human Resources in the design and administration of all benefit plans to ensure offerings are competitive and cost effective to attract and retain employees.
• Ensures the development, acquisition and quality implementation of educational offerings that effectively enhance employee performance.
• Implements and leads an annual strategic performance management program to include goal setting, performance coaching and alignment with salary and incentive plans to insure that the organization maintains a high performing workforce.
• Maintains a corporate culture of excellence and enforces company’s key values which encourage employees to achieve top business results.
• Provides management with analytical information and insights to facilitate holistic business decisions (e.g., turnover reports, survey information, compensation studies) using employee insights to guide business leaders actions that result in high levels of employee engagement and commitment.
• Provides thought leadership to the leadership team and their management staff on change management, organization assessment and how to leverage HR tools and programs to create an effective organization (e.g., Talent Review, Succession Planning, Performance Management, 360-degree feedback, leadership development, etc.).
• Builds skills and competencies of the organization to manage basic employee and management tasks (e.g., performance management) through organization diagnosis & intervention.
• Facilitates conflict resolution around sensitive issues.
• Provides guidance to leaders and managers on employment laws, compensation, training, benefits, and Company policies.
• Leads the support and implementation of people initiatives for respective departments.
• Partners with the leadership team to ensure that people strategies are aligned with business goals and objectives.
• Works with the leadership team to continuously improve the culture, leadership competencies and level of employee engagement.
• Guides staff in the design, development and execution of organizational effectiveness and development programs. Partners with leadership team to develop strategic workforce plans and to contribute to business strategy development/key business decisions.

Your profile

Selection Criteria:
• Responsible for identifying gaps between current organizational capabilities, required competencies and skills, and the future strategic objectives of the organization.
• Introduces, leads and influences change management initiatives with functional/operational leaders in order to address issues that will enhance overall performance and build the overall talent capability of the organization.

• Bachelors degree in Human Resources, Psychology or related field. Professional in Human Resources (PHR).
• Experience across all areas of Human Resources with a broad knowledge of HR practices including employee relations, compensation, organizational development and recruitment.
• Experience working with executive teams.
• Proven ability to influence and drive change with executive teams.
• Proven experience serving as change agent who shapes corporate culture.
• Strong and thorough knowledge of regulations governing employment.
• Proven experience driving major HR disciplines to excellence (recruiting, compensation, benefits, training and employee relations).
• Strong leadership and influencing skills.
• Ability to establish vision and achieve execution of same.
• Proven experience establishing and managing both performance management and talent management models. Has enhanced quality of employees in previous organizations.
• Strong work ethic.
• Knowledge of Microsoft Office Products (Outlook, Word, Excel, PowerPoint)
• Demonstrated business acumen and ability to align people strategy to driving the business.
• Demonstrated expertise in assessing organization trends and implementing HR solutions
• Ability to work collaboratively building teams across business groups and functions.
• Strong coaching and counseling skills with executives.
• Demonstrated expertise in handling sensitive and high risk issues.
• Track record of building competency and developing skills of others.
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. At thyssenkrupp we have more than 155,000 employees in nearly 80 countries and annual sales of €43 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.
Your responsibilities
• Participates in the development of Aftermarket (AM) strategies, plans and programs with the leadership team, with particular focus on the impact on talent. Translates strategic and tactical business plans and issues into HR strategies and programs.
• Develops and drives HR people strategies and agendas that support the business needs/priorities of the Company e.g., assessment, coaching, strategizing, driving change, retention, staffing, and development at Poway. Develops and implements HR programs that support strategic plans.
• Manages recruiting policies and procedures that result in the timely selection of top talent candidates for open positions. Recruits for key top-tier talent to support the company through its rapid growth while maintaining the organizational culture.
• Partners with peers on the AM leadership team to implement strategic HR initiatives and guide leaders on making tough employee decisions; coaches managers on employee relations, training and development, succession planning and compliance.
• Ensures the identification of quality successors to critical management positions and the effective development of the same.
• Ensures Human Resources policies and practices are in compliance with all federal, state, local and industry regulations.
• Oversees response to any regulatory challenge to obtain positive results.
• Works with tk Regional Headquarters personnel and the Manager, Human Resources in the design and administration of all benefit plans to ensure offerings are competitive and cost effective to attract and retain employees.
• Ensures the development, acquisition and quality implementation of educational offerings that effectively enhance employee performance.
• Implements and leads an annual strategic performance management program to include goal setting, performance coaching and alignment with salary and incentive plans to insure that the organization maintains a high performing workforce.
• Maintains a corporate culture of excellence and enforces company’s key values which encourage employees to achieve top business results.
• Provides management with analytical information and insights to facilitate holistic business decisions (e.g., turnover reports, survey information, compensation studies) using employee insights to guide business leaders actions that result in high levels of employee engagement and commitment.
• Provides thought leadership to the leadership team and their management staff on change management, organization assessment and how to leverage HR tools and programs to create an effective organization (e.g., Talent Review, Succession Planning, Performance Management, 360-degree feedback, leadership development, etc.).
• Builds skills and competencies of the organization to manage basic employee and management tasks (e.g., performance management) through organization diagnosis & intervention.
• Facilitates conflict resolution around sensitive issues.
• Provides guidance to leaders and managers on employment laws, compensation, training, benefits, and Company policies.
• Leads the support and implementation of people initiatives for respective departments.
• Partners with the leadership team to ensure that people strategies are aligned with business goals and objectives.
• Works with the leadership team to continuously improve the culture, leadership competencies and level of employee engagement.
• Guides staff in the design, development and execution of organizational effectiveness and development programs. Partners with leadership team to develop strategic workforce plans and to contribute to business strategy development/key business decisions.

Your profile
Selection Criteria:
• Responsible for identifying gaps between current organizational capabilities, required competencies and skills, and the future strategic objectives of the organization.
• Introduces, leads and influences change management initiatives with functional/operational leaders in order to address issues that will enhance overall performance and build the overall talent capability of the organization.

• Bachelors degree in Human Resources, Psychology or related field. Professional in Human Resources (PHR).
• Experience across all areas of Human Resources with a broad knowledge of HR practices including employee relations, compensation, organizational development and recruitment.
• Experience working with executive teams.
• Proven ability to influence and drive change with executive teams.
• Proven experience serving as change agent who shapes corporate culture.
• Strong and thorough knowledge of regulations governing employment.
• Proven experience driving major HR disciplines to excellence (recruiting, compensation, benefits, training and employee relations).
• Strong leadership and influencing skills.
• Ability to establish vision and achieve execution of same.
• Proven experience establishing and managing both performance management and talent management models. Has enhanced quality of employees in previous organizations.
• Strong work ethic.
• Knowledge of Microsoft Office Products (Outlook, Word, Excel, PowerPoint)
• Demonstrated business acumen and ability to align people strategy to driving the business.
• Demonstrated expertise in assessing organization trends and implementing HR solutions
• Ability to work collaboratively building teams across business groups and functions.
• Strong coaching and counseling skills with executives.
• Demonstrated expertise in handling sensitive and high risk issues.
• Track record of building competency and developing skills of others.

Contact details

Reach out directly to Terry C. Quinn for additional details & consideration:
Terry.C.Quinn@thyssenkrupp.com 513-881-7500 Ext. 1221
OR
513-8833-5165 Mobile

http://karriere.thyssenkrupp.com