Sr. Manager Human Resources and Labor Relations

Carpenter Technology Corporationis a leading producer and distributor of premium specialty alloys, including titanium alloys, nickel and cobalt based superalloys, stainless steels, alloy steels and tool steels. Carpenter's high-performance materials and advanced process solutions are an integral part of critical applications used within the aerospace, transportation, medical and energy markets, among other markets. This key position will support the Research and Development team in a training capacity.

Senior Human Resources and Labor Relations

Principal Purpose of Position:

• Responsible for leading the Human Resource strategy for multiple site Operations.
• Manage the day-to-day Human Resources department supporting both Production & Maintenance and Salaried operations workforce. This encompasses all aspects of HR including employee relations strategies, labor relations strategies, organization development, staffing, training, communications, and benefits administration.
• At designated location, oversee HR programs, policies, and procedures.
• Maintain good communication and a positive relationship with employees to promote employee engagement, satisfaction and retention.
• Oversee the Labor Relations function at location, including meeting with local and international union leadership, managing grievance process and arbitrations, and interacting with outside counsel.
• Manage the relationship among employer, employees, and labor union and ensure compliance with labor laws.
• Coach and counsel site leader, managers, and employees related to workplace issues, concerns and conflicts, including performance, discipline, termination guidelines, and related topics.
• Manage investigations, employee complaints, problem resolution, and exit interviews for all locations.
• Oversee and administer the local Corrective Performance System, Attendance, and Administration.
• Monitor workforce engagement, morale, employee satisfaction, organized labor (union) interest and activity.
• Lead, mentor, and develop a high-performing HR team and establish KPIs to foster a culture of collaboration, innovation, continuous improvement, strong performance, and a positive work environment.
• Oversee and lead recruitment of hourly operations employees.
• Foster a culture of safety and responsibility within the organization.
• Collaborate with HR leadership and team members in other HR functions.
• Develop and implements HR budget.
• Partner with site leaders to drive results.
• Develop and use data analytics to drive and inform decisions.
• Perform all other duties and special projects as assigned.

KNOW-HOW

Know-How includes every kind of relevant knowledge, skill, and experience, however acquired, needed for acceptable performance in a job or role. Know-How has three dimensions: Practical/Technical Knowledge, Planning, Organizing and Managerial Knowledge; and Communicating & Influencing Skills. In the space below, please list the minimum requirements within each of the categories.

Education and/or Training:

• Bachelor's degree in human resource management, business, management, labor relations, or related field.
• Master's Degree is highly preferred.

Relevant Work Experience:

• 15 + years of work experience in Human Resources; 10+ years in labor relations, 5+ years as a manager.
• Experience in Collective Bargaining Agreement negotiations. Lead negotiator experience, preferred.
• Experience in grievance management (investigation and resolution of employee complaints and disputes).
• Experience representing a company in administrative and legal proceedings related to labor relations.
• Excellent verbal and written communication skills.
• Thorough understanding of human resources and labor relations principles, practices, and procedures.
• Excellent management skills.
• Working understanding of statistical concepts and methods of data collection.
• Ability to compile, research, and analyze information.
• Ability to compose and present comprehensive reports.
• Lean certification, experience, or understanding, preferred.
• Professional depth in core HR practice areas: organization, management and employee development, employee relations and advocacy, staffing, compensation, and strategic workforce planning.
• Experience in industrial manufacturing and/or engineering-oriented environments and with organizations known for progressive HR practices with a broad range of HR functional skills.
• Experience with data-driven decisions and strategy.
• Experience in conflict resolution.
• Demonstrated experience in independent, self-starter roles and problem-solving.
• Experience in Workday, a plus.

Planning/Organizing/Managerial Knowledge:
(Ranges from task-focused to integrating related functions, to broadly strategic integration)

• Knowledge of value-added HR products and services.
• Knowledge of systems to continuously monitor the quality of work outputs and processes.
• Awareness of the legal issues affecting the human resource function.
• Ability to apply legal requirements to HR activities.
• Awareness of how external and internal forces (demographics, regulatory, and technology) significantly impact the future effectiveness and efficiency of the organization.
• Directs the resolution of highly complex or unusual business problems that cross functions and/or disciplines.
• Effectively coaches employees, gives performance feedback, and provides development opportunities within multiple related areas or departments and/or function(s).

Communicating & Influencing Skills:
(Does the job require communication, reasoning with others, or changing behaviors?)

• Ability to work collaboratively with others to achieve group goals and energize people to work together to accomplish business results.
• Takes responsibilities for Carpenter Technology team activities and stretches beyond own personal role and functional area.
• Ability to masterfully integrate people and resources to achieve high levels of synergy.
• Dedication to achieving results within individual, team or department's work while maintaining commitment to company performance.
• Ability to examine the value added by the HR products and services and looks for potential improvements and eliminating non-value-added elements.
• Significant executive presence, including media and business/customer savvy.
• Drives results and success, conveys a sense of urgency and drives issues to closure, and persists despite obstacles and opposition.
• Ability to convey information in a thorough, clear, and timely manner which supports information sharing and goal achievement.
• Gathers facts, ideas, opinions for analyzing situations, solving problems, or making decisions. Interested in learning more and exploring a situation in some depth.
• Consistent focus on creating optimal business results, based on understanding the business and the costs, benefits and risks associated with investing resources to radically improve results.
• Thinks through issues bringing key facts and ideas together to see the bigger business picture, using innovative, creative, inductive thinking.
• Acts now to create opportunities or prevent problems in the future.
• Demonstrates self-knowledge and self-management skills to present an admirable role model of executive presence and maturity.
• Negotiates with customers and/or organizational leadership to set priorities; builds organization capabilities to serve customer needs.
• Decisions are guided by discipline and/or business strategies and priorities.