Minimum Qualifications

A Bachelor’s degree in Human Resources, Labor/Employee Relations, Business, Organizational Development or a related field of study.   Five (5) to seven (7) years of Human Resource experience. Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position. This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.

Preferred Qualifications

PHR, SPHR are a plus. Ideal candidate will have at least 3 years as an HR Generalist.  Supervisory experience in; training and development, health and safety practical experience, organization counseling and payroll responsibility/experience is preferred. 

Salary & Benefits

Salary based on experience Benefit package includes, Medical, Dental, Visual, vacation, and more eligible from day one. Excellent benefits/401K vested from day one.

 

 

 

Howmet Aerospace in Branford, CT is currently hiring highly motivated and energetic candidates to join their team. Howmet Aerospace is a leading provider of advanced engineered solutions for the aerospace and transportation industries worldwide. The Branford facility is focused on producing jet engine components that are essential for mission-critical performance and efficiency in aerospace and defense applications. With over 50 years of experience in the Branford facility, we are proud to contribute to the development of more fuel-efficient, quieter aerospace engines, and sustainable ground transportation. For more information, please visit www.howmet.com.

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W are currently looking for a candidate to fill the role of Human Resource Business Partner. This position has responsibility for human resources in our Branford, CT location.  This person will also serve on the Branford Leadership Team and will be responsible for driving partnerships across the facility to deliver value added initiatives to support the business goals. The incumbent will serve as a consultant to the leadership team to lead talent management, talent acquisition, succession planning, learning & development, change management, and employee relations.    

Job Roles 

Continuous learning--always aware of the pulse of the organization; stays abreast of business strategy, marketplace evolution, laws and regulations that affect the business, systems and structures, demonstrates competence and expertise in each Consultative Advisor--provides perspective to other business leaders; leverages qualitative and quantitative sources to aid decision making; asks the right questions to expand the thinking of other leaders; proactive with ideas; serves as a sounding board, coach and thought partner; understands when to enable a quick decision and when to call for greater rigor Talent facilitator--understands the personnel needs of the business for sourcing purposes; considers the long term future with succession in mind; prepares people for success and performance; brings team composition and performance expertise  Managing interests--devotes attention to a variety of concerns across the enterprise; manages priorities and personalities; brings people together toward common goals; switches from subject to subject easily and often Interpersonal savvy--prioritizes relationships; maintains connection even through disagreement or enforcement of policy; customizes approach to different individual personalities and group cultures; maintains availability and openness; creates a landing place for concerns without enabling Accountability and expectation--helps individuals, teams and the enterprise set business and cultural goals; holds those entities accountable and ensures expectations are clear; willing to identify issues and have difficult conversations (up to and including exit conversations) to resolve them Self-assured intuition--willing to make difficult decisions; demonstrates integrity; provides objectivity and doesn’t take things personally; comfortable to provide counsel and make decisions in gray areas; emotionally intelligent High capacity/energy--manages high volume of interactions, issues and tactical concerns seamlessly; deepens and expands relationships despite tactical responsibilities; makes work fun Execution--consistently delivers the non-negotiables with excellence; keeps commitments and does not make excuses; maintains a mindset of progress and finishing tasks even while understanding the need to monitor and relate Influence--creates partnership and shapes decision-making throughout the enterprise by leveraging personality, expertise, curiosity and insight; works daily to ensure HR function is strategic, not transactional; gets out of the silo of HR to ensure broad exposure and ability to contribute Communication--provides consistent messaging; shapes culture through communication channels; stays aligned to business and hoshin; increases organizational clarity and coordination

Job Responsibilities

Deploy HR initiatives, ensuring alignment with business priorities and corporate guidance.  Oversee HR processes, including talent reviews, compensation, succession planning, talent acquisition, and other HR processes.  Oversee and ensure key HR performance indicators are reviewed, communicated, and achieved by Dover team.  Ensuring legal compliance for all HR related areas at the site. Maintains knowledge of federal and state legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are compliant. Lead talent management, succession planning, learning & development, change management and workforce planning  Work with Plant leadership to drive employee engagement throughout the facility Establish credibility throughout the organization with management and the employees in order to be an effective 
coach and problem solver of people issues.  Manage and resolve complex employee relations issues. Oversee effective, thorough, and objective investigations. Partner with legal as needed/required. Oversee and guide the location human resources, ensuring strong competencies in leadership and people management.  Guide and support location to develop and align community strategy with key business priorities to drive 
Howmet brand and employee engagement.