Human Resources Manager

Scope of leadership role

The HR Manager is responsible for leading and executing local and Corporate HR practices and initiatives that will achieve overall business goal. The incumbent will act as a consultant and adviser to leadership in the effective management of their workforce through employee relations, training and development, compensation, engagement, compliance, talent acquisition, performance management, HR program administration (Benefits, Recognition, etc.), change leadership and talent management.

The HR Manager must be a skilled problem-solver with a continuous improvement mindset who likes to find creative solutions to help others. The position is also responsible for the execution of additional continuous improvement initiatives identified as business priorities. All activities shall be in alignment with the Company's objectives and strategy and be designed to achieve maximum effectiveness and success.

The position is broad in scope and the successful incumbent will be energized by a hands-on role, be highly productive and able to handle a variety of tasks and will have a customer-centric mindset with the objective of providing an excellent customer experience. The role is both strategic for the local facility and hands-on, providing full cycle Human Resources leadership and support.

Key Responsibilities

• Apply a sound understanding of business strategy and goals. Move strategy to action by recommending and implementing new approaches and actual business solutions to effect continual improvements in business objectives, productivity and the development of HR within the company.

• Provide effective and timely counsel, coaching & mentoring at the senior management level particularly in the areas of talent management, employee engagement and employee relations / communications.

• Collaborate with leadership to develop and implement processes and tools that foster higher productivity, quality, safety and improved engagement / retention of workforce.

• Embrace a continuous improvement mindset while providing leadership and change management expertise in support of manufacturing business initiatives, projects, and changes.

• Build positive, meaningful relationships with management and employees in order to act as a vital resource and trusted advisor.

• Demonstrate self-awareness, accountability and transparency. Holds self and others accountable. Takes responsibility and ownership when appropriate.

• Facilitate ongoing Talent Management processes such as Strategic Organizational Talent Assessment (Succession Planning) and Talent Review (9-Box Calibration). Provide managers with strategic direction regarding organizational structure and approaches to leverage staffing & talent needs.

• Manage, monitor, and report on key performance indicators for the HR department as established by local, division, and corporate value drivers.

• Design polished, relevant and timely internal communications in order to keep our workforce engaged and informed.

• Develop new policies, programs and culture-building initiatives to drive deeper employee engagement.

• Continually seek opportunities for improvements and implement "best practice" initiatives that streamline transactional activities, increase productivity, reduce costs, and improve customer service.

• Drive problem-solving activities to resolve department and business issues and inefficiencies and increase employee satisfaction.

• Coach and counsel management and employees in the interpretation and application of HR and organizational policies and procedures, assuring fairness and consistency.

• Ensure the resolution of complex employee relations issues by overseeing and/or conducting effective, thorough and objective investigations.

Critical Competencies

• Critical Thinking: Makes decisions and solve problems based on critical thinking. Demonstrated ability to collect and analyze complex data, establish facts and draw valid conclusions where limited information exists.

• Customer-Focused: Proactively seeks and responds to voice of customer in an attempt to provide the highest standards of service.

• Communication: Communicates accurate and complete information in a timely and transparent manner. Ability to communicate effectively with all levels of the organization.

• Influence: Strong business acumen with the ability to inspire and motivate and influence culture to create alignment between business goals and HR processes.

• Problem-Solver and Decision-Maker: Demonstrates creative and innovative thinking to think about, understand and creatively handle complex ideas, problems and situations.

• Business Competence: Ability to link HR, people and development matters with business goals.

• Interpersonal Effectiveness: Builds constructive and effective relationships; builds trust and treats others with respect; presents information and respond to questions with confidence; uses humility, diplomacy and tact.

• Subject Matter Expertise: Extensive and proven HR acumen. Strives to upgrade job knowledge and ability to add value beyond the HR function. Capable of leading and executing advanced, complex and/or corporate HR initiatives.

• Team Oriented Leadership: Builds cohesive teams. Inspires and motivates team members to perform at their best. Holds self and others accountable. Builds trust and treats others with respect. Demonstrates the ability deliver results through others.

• Change Agent: Demonstrated continuous improvement mindset with spirit and attitude to inspire and drive change and deepen personal knowledge and practical application of lean philosophies. Able to lead, implement and communicate organizational and other changes that impact employees and/or business.

• High Sense of Urgency: Ability to be highly productive and capable of thriving in a fast-paced, multi-shift environment that includes working under the pressure of production requirements, management requests, corporate/division deadlines, etc.

• Adaptability: Demonstrated flexibility and willingness to adapt to internal processes and change, delays or unexpected events. Able to respond to adversity or restrictions of the organization with resilience and tenacity.

Qualifications

• Bachelor's degree is required (advanced degree is a plus), preferably with a concentration in Human Resources or related field.

• Minimum of 5 years of HR generalist experience with progressive responsibilities is required.

• 3 years experience in a fast-paced manufacturing environment is required.

• 1 year of experience leading an HR team and/or in an HR site management role supporting hourly production, technical professionals and functional leaders is preferred.

• PHR or SHRM-CP certification or demonstrated ongoing professional development is preferred.

• Exposure to and/or practical application of lean manufacturing philosophies and tools is preferred

Benefits

• Medical, Dental, Vision and Prescription Drug Coverage

• Spending accounts (HSA, Health Care FSA and Dependent Care FSA)

• Paid Time Off and Holidays

• 401k Retirement Plan with Matching Employer Contributions

• Life and Accidental Death & Dismemberment (AD&D) Insurance

• Paid Leaves

• Tuition Assistance

About Regal Rexnord

Regal Rexnord is a $6.5B publicly held global industrial manufacturer with 30,000 associates around the world who help create a better tomorrow by providing sustainable solutions that power, transmit and control motion. The Company's electric motors and air moving subsystems provide the power to create motion. A portfolio of highly engineered power transmission components and subsystems efficiently transmits motion to power industrial applications. The Company's automation offering, comprised of controllers, drives, precision motors, and actuators, controls motion in applications ranging from factory automation to precision tools used in surgical applications.

The Company's end markets benefit from meaningful secular demand tailwinds, and include factory automation, food & beverage, aerospace, medical, data center, warehouse, alternative energy, residential and commercial buildings, general industrial, construction, metals and mining, and agriculture.

Regal Rexnord is comprised of three operating segments: Industrial Powertrain Solutions, Power Efficiency Solutions, and Automation & Motion Control. Regal Rexnord has offices and manufacturing, sales and service facilities worldwide. For more information, including a copy of our Sustainability Report, visit RegalRexnord.com.

Equal Employment Opportunity Statement

Regal Rexnord is an Equal Opportunity and Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex/gender, sexual orientation, gender identity, age, ancestry, national origin, marital status, citizenship status (unless required by the applicable law or government contract), disability or protected veteran status or any other status or characteristic protected by law. Regal Rexnord is committed to a diverse and inclusive workforce. We are committed to building a team that represents diverse and inclusive backgrounds, perspectives, and skills. If you'd like to view a copy of the company's affirmative action plan or policy statement, please email Recruiting@RegalRexnord.com. If you have a disability and you believe you need a reasonable accommodation in order to search for a job opening or to submit an online application, please e-mail Recruiting@RegalRexnord.com.

Equal Employment Opportunity Posters

Notification to Agencies: Please note that Regal Rexnord Corporation and its affiliates and subsidiaries ("Regal Rexnord") do not accept unsolicited resumes or calls from third-party recruiters or employment agencies. In the absence of a signed Master Service Agreement or similar contract and approval from HR to submit resumes for a specific requisition, Regal Rexnord will not consider or approve payment to any third-parties for hires made.