Basic Qualifications: 

Bachelor’s degree from an accredited university is required. 8 years eight of HR experience with 5 years leadership 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

Master’s degree  Manufacturing experience

Howmet Engines is a world-class producer of aero engine and industrial gas turbine components, including airfoils, rings, disks, and forgings. We excel in vacuum-melted superalloys, machining, performance coatings, and hot isostatic pressing for high-performance parts that enable the next generation of quieter, more fuel-efficient aero engines and cleaner power generation. Howmet Dover Casting is a world-class supplier of complex, investment-cast turbine airfoils and other components for the aircraft engine and industrial gas turbine industries. Howmet Dover Alloy is a world-class supplier of vacuum and air-melted nickel- and cobalt-based superalloys to aerospace, gas turbine, medical, and other high-technology industrial markets.

 

This position has responsibility for all human resources function within two manufacturing plants at our Dover, NJ location.  This person will also serve on the Dover Leadership Teams 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 workforce planning.    

 

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 in compliance. 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. 

 

Skills and Abilities

Strong leadership skills are required - able to challenge current practices, sell a vision, empower people, overcome obstacles and solve conflicts. Ability to think through complex development projects and identify gaps in plans as well as risks and opportunities. Must be self-driven with an acute sense of urgency. Demonstrated ability to work successfully within a matrix organizational structure to leverage shared resources and complete programs on time. Innovative thinker that challenges the historic approach and works collectively with others to establish a future vision. In-depth knowledge of legal requirements and a working knowledge of California state and federal wage and hour laws.  Excellent verbal and written communication skills are critical.  Proven interpersonal and leadership abilities.  Requires excellent oral, interpersonal and written communication skills, familiarity with human resources information systems and applications, and demonstrated proficiency in computer software programs.  Ability to synthesize information from multiple sources, determine issues and objectives, and develop strategies to address needs.  Working knowledge of all human resource functional areas including legal, employee relations, recruiting, EEO/AA, compensation and benefit administration, learning and development. Effective level of business literacy about the business financial and non-financial metrics and indicators. Excellent consulting, coaching and change management skills.  Strong interpersonal and negotiation skills. Strong conflict management skills.