Location: Geismar, LA

Experience: Minimum 5 years

This Operational Excellence Implementation Leader position is a highly critical leadership role responsible to support and lead implementation of the mission-critical Operational Excellence (OpX) improvements at the North America sites for achieving Strategy 2020 targets.  The OpX Journey is major North  America  initiative that will focus on identifying areas for improvement in the  operating plants and will provide the sites with  needed expertise and support to implement the  agreed upon improvements. This
position will interface regularly with over 100 different Manufacturing Sites, Key  Site/Business Leaders, and the Manufacturing Community Steering Committee (MCSC). This position is an integral part of the Operational Excellence Team and Manufacturing Support Services Organization and must function seamlessly across multiple sites and functional interfaces to effectively coordinate, develop, and efficiently deploy expert resources.  The OpX implementation leader is expected to oversee about 5-10 direct reports and 20 -40 indirect skilled experts.

The candidate for this assignment will be involved in further developing and supporting the roll-out of this Operational  Excellence journey. This will include, but not limited to:  Supporting the internal OpX organization to ensure that the team’s goals/targets are  achieved. Leading, facilitating, and coordinating the implementation phase after operational excellence site assessments are complete. This will include working with  manufacturing sites to understand their priorities, managing direct/indirect reports as well as external contractors to ensure timely implementation.  Work with manufacturing and other project managers to develop project scopes, generates and/or obtains cost estimates, and prepare appropriation funding requests. Regular follow-up with
manufacturing to ensure projects met desired milestones.  Promoting a sense of best-practice sharing across North America manufacturing sites through effective communication, documentation, and exchange of innovative ideas.  Regularly presenting to Site Leadership and other groups the benefits and challenges of an effectively-run Operational Excellence program at the Site level.

Minimum five (5) years experience regarding project management is required.  Knowledge of Operational Excellence improvements processes in one or more of the following areas: Plant Optimization, Maintenance, Quality, EHS, Supply Chain & Logistics, Systems Management, Culture and Talent Management, LEAN Operations.  Broad knowledge of chemical unit operations, process and mechanical equipment, instrumentation, DCS process controls and safety instrumented systems.  Ability to manage multiple projects across multiple sites.  Strong leadership and team collaboration skills to work with direct & indirect personnel.  Coordination skills and ability to react and lead in changing environment.  Effective Presentation and Communication Skills.  Strong Customer Relationship.

Location:  Florham Park, NJ

Ideal Candidate:  5+ to 7 years of experience
Management Experience Required – No
Minimum Education – Bachelor’s Degree

Seeking Manager, Talent Management for:

supporting and implementing the overall design and development of talent strategies and building the pipeline of current and future leaders within the Corporation.

Key Accountabilities:      

 This individual will be accountable for diagnosing talent management needs and designing solutions aligned to the overall HR and Business Strategy.

-         Design, project manage and execute talent assessment, succession planning and development reviews and training at unit, regional and global level

-         Be responsible for implementing value added talent management programs and processes that address the needs of the identified critical roles and their feeder positions.

-         Partner and Consult with key stakeholders to deliver value to the Corporation.

-         Support the slating/interviewing process for critical positions (e.g., initial slate development if required, within and cross-sector visibility of talent, feedback loops, etc.).

-         Develop point of view on individuals in talent pool through assessment, observation and understanding of the critical talent.

-         Coach and develop key regional talent to accelerate readiness into roles with increasing responsibility

-         Create and sustain the momentum around leadership pipeline development through use of and enhancement of metrics, analysis, trends, and systems, etc. Lead Talent Forums, Succession Planning reviews, MyCareer, etc., as appropriate.

-         Influence Senior Executives and Human Resources without authority and across hierarchies on decisions related to talent selections, talent moves, and talent management critical processes.

-         Govern and Audit key talent processes to evaluate and improve consistency and quality of talent processes.

-         Require the capability to map current/future critical positions to regional talent strategy, conduct targeted assessments of performance, potential & bench-buy/build.

Skills:

-         Contracting skills to partner and develop working relationships

-         Organization skills to marshal resources (people, funding, material, support) to get things done; Orchestrate multiple activities at once to accomplish goal; Use resources effectively and efficiently.

-         Project Management:  Define, manage and deliver complex, ambiguous projects across the enterprise

-         Able to facilitate and deliver training modules.

-         Able to effectively communicate to various levels of the organization including senior management and global partners.

-         Creative – with the ability to think, “outside-the-box.” And innovate new ways of developing and delivering experiential learning

*Requirement*

BA/BS degree in Human Resources or related field

Masters degree is a plus

5-7 years of business experience

A minimum of 5 years working in Human Resources is required.

Experience in a Talent Management is a plus

Proven track record of designing, scoping, creating, executing and delivering Talent Management initiatives

Experience working in a matrixed organization is preferred.

Role requires approximately 25% travel.

Please send information to:  resumes@acquis.com. Or, call 732-280-8425. Thank You!

Ideal Candidate:

7+ to 10 years of experience
Management Experience Required – Yes
Minimum Education – Master’s Degree
Willingness to Travel – Often

HR Management Under the direction of the HR Business Partner, the HR Manager will be accountable for providing the full range of Human Resources support for two (2) manufacturing facilities located in Elyria, OH & Erie, PA.  This position requires significant travel between the 2 sites 50% of the time.

 The HR Manager is responsible for the day to day HR management activities at the sites including:  Employee Relations, Recruiting & Staffing, Training, Compensation, Policy Interpretation & Implementation, Labor Relations, Organization Development, Talent Management, and Performance Management.  In addition, the HR Manager will support and implement corporate related projects, processes and initiatives. As an active member of the site leadership teams, the HR Manager will partner, consult and contribute to site decisions and strategy and translate these strategies into tangible HR priorities while ensuring the sites are in compliance with all applicable laws and company policies.

Legal Compliance

Interpret and ensure compliance and administration of employment laws and policies such as FLSA, FLMA, EEO, NLRA, Workers Compensation etc.

 Recruitment & Selection

Ensure the development and analysis of organizational demographic forecasts and analysis.

Develop, implement and manage the recruitment and selection strategy to ensure positions are filled on a timely basis with highly qualified candidates.

Policies & Procedures

Implement and monitor Human Resources policies and procedures.

Interpret and ensure compliance to company standards.

 Training & Career Development

Coordinate and manage training, development and succession planning activities ensuring appropriate plans are in place for all employees.

Engage the organization to enable cross developmental opportunities for employees.

Identify and analyze internal and external trends, determining training needs for the site and translates the requirements into training and development programs.

Coordinate and integrate the Talent Management process at the site to include detailed analysis of potential talent gaps and development of career plans.

Anticipate workforce planning / management issues and develop workforce strategies.

 Performance Management

Coordinate and manage the performance management process, ensuring clear communication to the organization, compliance, consistency and objectivity.

Provides leadership to ensure performance review evaluations are administered fairly and effectively.

 Compensation, Benefit & Payroll Administration

Support, implement and maintain appropriate compensation and benefit processes and programs at the site level.

Ensure the development of job descriptions, job analysis, analyzing salary surveys to monitor internal equity and market competitiveness.

Coordinate the process to ensure appropriate approvals and communicate recommended annual salary increase guidelines.

 Organizational Development

Collaborates with others in solving work related issues such as job design or organizational structure, giving or obtaining advice, developing and implementing solutions and evaluating results.

Support the business needs by applying frameworks, methods and tools to align process, structure and people systems.

  Employee & Labor Relations

Provide guidance and direction to managers for issue resolution and improved employee performance.

Evaluate employee relations and work-related issues and develops appropriate solutions within the framework of company policy and procedures.

Advocates, promotes and effectively manages the site environment, evaluating the site culture and employee relations issues; and ensures that management is aware of and proactively responds to employee engagement issues.

Coordinates all labor relations activities, counsels and advises managers in labor relations principles and contract administration; monitors grievance handling, and participates at the appropriate level; coordinates planning for contract negotiations and participates in bargaining sessions; assists in preparation for and conduction of arbitration proceedings and manages relationship with union representatives.

HR Information Systems

Ensures the integrity of the data in the HRIS system and facilitates the use of the system by ensuring that manager and employee information can be retrieved and utilized efficiently.

Projects and Initiatives

Manage corporate, divisional, business and HR-related projects and initiatives and drive their implementation in alignment with the business strategy.

Ensure the development of communication plans and facilitate employee communication sessions, as required.

Bachelor’s degree in Human Resources, Business Administration or other related discipline.

Graduate degree, MBA and/or PHR/SPHR designation would be considered a strong asset.

8-10 years of experience as an HR Generalist required

3 years experience in a management capacity at a manufacturing facility.

Minimum of three (3) years of experience managing the labor relations function in a unionized manufacturing environment.

Experience presenting arbitration cases is required

Demonstrated ability to manage and administer a broad range of tasks including resolving complaints, and counseling managers and employees on the interpretation of policies, procedures and other site issues. 

Demonstrated knowledge of current and progressive principles and practices of human resources management. 

Demonstrated ability to build and maintain positive working relationships internally and externally. 

Demonstrated knowledge of U.S. state and federal laws and governmental compliance requirements.  Specific knowledge & experience with Ohio and Pennsylvania state regulations would be considered an asset.

Demonstrated ability to effectively communicate, interact and influence with all levels of management including production technicians, staff associates and senior management.

Strong understanding of business, financial and operational excellence acumen.

Demonstrated ability to use sound judgment and make decisions in a consistent manner. 

Willingness and ability to travel approx. 50% of the time on a regular basis.

Experience managing and leading teams is desired.