Founded in Jenkintown, PA in 1903 as Standard Pressed Steel Company, SPS Technologies continues to operate from the original 560,000 square foot facility.
SPS Technologies has been developing and manufacturing critical fasteners since the early days of aviation, working closely with its customers to meet the needs of an ever-changing industry. Product lines include metal locknuts and bolts, non-metallic insert locknuts, and other critical fasteners in a variety of materials and platings in diameters up to 3" and lengths up to 48".
Many of the materials, designs, and manufacturing practices that have become industry standards were pioneered by SPS Technologies. SPS Technologies continues to advance the materials, designs, and manufacturing practices of aerospace fasteners today to meet the unique needs of next generation vehicles and assembly techniques.
SPS Technologies was acquired by PCC in 2003.
This exciting opportunity has both strategic and tactical components.
The Director of Human Resources is responsible for directing the strategic and day-to-day functions and activities of the human resources organization to include:
Talent Acquisition, Succession Planning, Organizational Development and Retention
Performance Management and Career Development to include performance reviews, performance plans, and training.
Employee Relations and Compliance
Compensation and Benefits
Employee Health and Safety
This position reports directly to the VP/GM and partners with business leadership to ensure overall business objectives are achieved through proper planning, development and implementation of HR initiatives.
Primary Duties & Responsibilities:
Champion of safety and compliance throughout organization.
Actively participates with business leadership in strategy development and operational planning. Develops actionable HR strategies and tactical plans to support the achievement of business unit goals.
Advises leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure, job design, and workforce forecasting, and role and responsibility clarity.
Proactively identifies organizational needs (talent assessment, team effectiveness, staffing, etc.) and develops strategies for resolving and addressing needs.
Assesses organizational capabilities and identifies skill gaps. Actively participates with business leadership to source, evaluate, select and on-board talent. Coaches business leaders and their teams on the development of others to advance movement of talent.
Develops and administers job evaluations and annual merit review programs, working with the division compensation team to maintain competitiveness.
Builds and drives employee engagement. Advises and coaches managers on resolving employee issues. Personally manages complex or significant employee relations issues, including investigations.
Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices and initiatives. Ensures legal and regulatory compliance including: equal employment opportunity/affirmative action, wage and hour, and work authorization.
In concert with management, builds and drives a positive employee culture. Champions diversity and inclusion goals, strategies and plans. Actively participates in employee communications and provides right-touch HR support to the business.
Fosters positive employee relations. Maintains a union free environment.
Works with operations management on the implementation of training, talent metrics and reporting.
Drives best practices, innovative solutions, and continuous improvement activities that increase organizational effectiveness.
Builds, develops and manages a human resources team capable of carrying out needed human resources strategies and improving employee relations. Create and maintain a regular cadence of performance feedback with direct reports. Collaboratively create development plans and coach individuals in achieving them.
Implements effective problem resolution process to facilitate faster improvements and improved working relationships.
Establishes strong partnering relationships with cross-functional management (EHS, Engineering, Sales, Quality, Finance, HR, etc.) to ensure alignment of company objectives and effective cross-functional processes.
Creates an energizing work environment that supports the Company's high-performance culture while ensuring an efficient and flexible organization.
Other duties as assigned.
Develops and ensures execution of core HR processes (e.g. talent acquisition, talent management, performance management, employee relations, etc.) consistent with PCC culture and values.
Understands the organizational and workforce implications of the business unit strategy and objectives, proactively anticipates needs, and develops and executes strategies and operational plans to address.
Possesses strong PCC business acumen and is highly knowledgeable about PCC's strategy and the business unit's position in the market, strategy, operating and financial plans.
Supports decentralized entrepreneurial culture and values
Delivers great results
Understands interdependencies of business unit plans and functions, anticipates issues, and leverages a range of HR capabilities and tools to achieve great results.
Delivers on talent commitments to achieve short and long-term business objectives.
Has a strong ability to work through others and assess and drive organizational focus on key issues and opportunities.
Identifies the core capabilities and key roles that drive business results and effectively evaluates strengths and development needs against these core capabilities.
Leads the hiring, development, and retention of a diverse pipeline of great leadership talent. Establishes the business unit as a net exporter of talent for PCC.
Assesses performance objectively and candidly; makes the tough calls when necessary.
Influences leadership on important talent management issues; has a fact-based point of view on talent.
Always acts with integrity.
Actively models and promotes PCC's culture and values with the understanding that it creates a unique competitive advantage and uses influence and collaboration to guide leadership in addressing practices and processes needed to achieve the business results.
Contributes to creating and effectively communicating a compelling vision for the business and assists the leadership team in aligning the organization behind it
Takes ownership: Drives positive change and challenges status quo. Addresses issues with courage.
Manages multiple tasks and priorities and easily adapts to changing situations and priorities.
Demonstrates intermediate computer skills in MS Word, MS Outlook and MS Excel; experience with ADP a plus.
Highly organized, self-motivated individual who can work independently as well as work effectively in a collaborative team environment.
Strong oral and written communication skills
Strong interpersonal and leadership skills
Experience & Education
Bachelor's Degree required. Master's preferred.
7+ years of progressive experience in HR Generalist/HR leadership positions.
Experience in all facets of human resources including knowledge of employee relations, legal compliance, employee relations and, coaching and development.
Experience in talent planning and management including talent assessment processes and succession planning.
Experience working in a matrix environment.
Experience leading people and obtaining results through others, with excellent verbal and written communication skills.
Full Relocation is authorized for this position.
Precision Castparts Corp. is an equal opportunity employer committed to recruit, hire, train, and promote in all job categories without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status or other status protected by applicable law.
Precision Castparts Corporation