Position Title (Job Code): HR Manager – Athens    S01760
Grade Level: 18 
FLSA Status (Applicable Exemption):  Exempt 

Principal Work Location: Athens, AL (on site)
Department:  Human Resources 
Reports to (Title):  Director - Global Corporate Human Resources  
Number/Type of Employees Supervised: HR Specialists and HR support staff 

Principal Purpose of Position:  

Responsible for leading the Human Resource (HR) strategy and managing the day-to-day Human Resources department supporting both Production & Maintenance and Operations Salaried workforce. This encompasses all aspects of HR including employee relations strategies, organization development, staffing, training, communications, and benefits administration.Oversee business unit(s) employee relations programs, policies, and procedures. Maintain good communication and a positive relationship with employees to promote employee engagement, satisfaction and retention.Coach and counsel managers, human resources professionals and employees related to workplace issues, including performance, conflict resolution, investigations, discipline, termination guidelines, and related topics.Manage investigations, employee complaints, exit interviews, problem resolution, and Open-Door procedures. Oversee the local Corrective Performance system, attendance, and administration. Monitor workforce engagement, morale and employee satisfaction.Conduct hiring for hourly and salaried operations talent.Serve as an adviser and business partner for the site leader.Collaborate with HR Managers on all communications impacting location workforce. Serve on the local leadership team. Will play an active and critical role in the strategic direction, management and tactical “roll-out” of all aspects of HR.Implement leading edge HR plans, programs, and policies to create the value proposition for attracting and retaining the best talent in the industry.Specifically accountable for the following: Assist and manage the implementation of various continuous improvement efforts, including the Operating Model, execution of a change management strategy, engagement of employees at all levels of the organization, and execution of critical milestones.Develop solid relationships across the enterprise and serve as a business partner to line leaders throughout the system. Lead the development of a strong employee relations atmosphere, including the involvement of all constituent groups to enable smooth implementation of corporate initiatives and other critical business changes.Conduct a full assessment of the Human Resources function within the first three months and build a strategy to provide the best HR department for the location. Provide interpretation of relevant policies and procedures, guide management on handling sensitive performance management and other employee relations matters, conduct investigations and provide recommendations based on findings.Manage site(s) based employee relations activities. Identify and implement various positive workplace initiatives which guide and increase employee engagement.Understand operational excellence and use those tools to drive process improvements in HR.Perform all other duties and special projects as assigned. 

Education and/or Training:   

Bachelor’s degree in human resources, business, management, industrial relations, or related area. 

Relevant Work Experience: 

7+ years of total work experience in Human. 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 and a broad range of HR functional skills. Demonstrated experience in independent, self-starter roles. Experience with Workday, a plusExcellent 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.Business/Management Expertise: Applies broad business and management expertise to drive financial and operational performance across multiple departments and/or functions.  Functional Expertise: Has extensive knowledge and experience within own function and general knowledge of areas, departments and/or function(s) within and across other disciplines.  Strategic Planning: Executes departmental and functional business plans and contributes to the development of discipline strategies.  Financial Management: Directs the allocation of resources to meet financial performance requirements.  Problem Solving: Directs the resolution of highly complex or unusual business problems that cross functions and/or disciplines.  Customer Focus: Negotiates with internal customers and/or organizational leadership to set priorities; builds organization capabilities to serve internal customer needs.  Decision Making: Decisions are guided by discipline, data and/or business strategies and priorities. Recommends solutions to issues and complex problems.  Developing Talent & Building a Team: Effectively coaches, gives performance feedback and provides development opportunities within related multiple areas or departments and/or function(s). Other: Ability to work collaboratively with others to achieve group goals and energize people to work together to accomplish business results. Knowledge of value-added HR products and services. Ability to masterfully integrate people and resources to achieve high levels of  engagement and collaboration. Dedication to achieving results within individual, team or department’s work, while maintaining commitment to HR performance. Ability to examine the value added by the HR products and services and looks for potential improvements and eliminating non-value-added elements. Ability to apply legal requirements to HR activities. 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, and inductive thinking. Takes action 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. Invests effort in one’s peers’ success and in cross-boundary initiatives in order to make the organization better. Designs and coordinates the organization as a system in order to support and implement strategic objectives. Awareness of how external and internal forces (demographics, regulatory, and technology) significantly impact the future effectiveness and efficiency of the organization. Understands the climate, culture and power relationships within an organization, how things happen and are accomplished, and what works and what doesn’t. 

PROBLEM SOLVING 

Experience in the area of:Policy Implementation and GuidanceEngagement program initiativesMovement of labor to achieve various labor cost initiativesWage analysisRecognizing Potential employee relations issues as a result of change management practices

List statements which describe the primary results/outputs for which this position is held accountable. Please limit the list to 5 or 6 statements. 

Lead an HR department with policies and programs in place to effectively create a culture where employees are engaged and better able to contribute to Safety, Quality, Delivery, People, & Cost goals. People: Monitor the pulse of the organization. Leads positive workplace initiatives through influencing location leaders.  Coach and develop organization and direct reports.  Lead talent development initiatives.  Lead with "Results First, Respect Always". 

Carpenter Technology Core Values

We want all our employees to demonstrate understanding of and apply our Core Values in everything they do.  These values are embedded in all roles, and applicants must demonstrate their ability to adhere to and live up to them as part of our application process.

Carpenter Technology Company offers a competitive salary and a comprehensive benefits package including life, medical, dental, vision, flexible spending accounts, disability coverage, 401k with company contributions as well as many other options to employees.

Carpenter Technology Corporation’s policy is to fully and effectively maintain a program of equal employment opportunity and nondiscrimination for all employees, to employ affirmative action for all protected classes, and to recruit and develop the best qualified persons available regardless of age, race, color, religion, sex, gender identity, sexual orientation, marital status, national origin, political affiliation or any other characteristic protected by law. The Company also will recruit, develop and provide opportunities for qualified persons with disabilities and protected veterans.