HR Business Manager 2

HR Business Manager 2

HR Lead for a site / business unit(s) within a country having from 400 to 1,000 employees, or supporting multiple countries or multiple locations within a country (2 or more). Provides direct and indirect supervision to subordinate team leaders and professional employees performing diverse roles. This includes establishing three to five year plans / objectives, and developing policies for the function / unit. Accountable for dept results and for activities or projects involving multi-functional teams. Work requires application of in-depth knowledge of professional standards and precedents in area of specialty. Receives assignments in the form of objectives and sets goals to achieve objectives. Establishes and recommends changes to policies. Develops or assists in the development of department budgets and goals. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules. Provides direct supervision to others, or indirect through subordinate supervisors, and coordinates the activities of a section or department with responsibility for results in terms of costs, methods, and employees. Makes hiring and firing decisions. Reviews employees performance and recommends employee compensation; coaches for improved performance and disciplines as necessary. Provides final approval for subordinate managers / supervisors salary and performance recommendations. Builds cross-functional relationships where persuasive skills, negotiation skills, and considerable tact are required to gain support. Interacts directly with subordinates and peer groups; interfaces with senior managers on issues related to the area of expertise. Maintains positive relationships with key customers, suppliers, etc., who have a significant impact on the success of the organization.

Performs tasks such as, but not limited to, the following :

• Responsible for human resource management and labor relations issues within a site. This includes overall union-management relations, and negotiating and implementing local agreements.
• Provides advice, counsel, direction and training to the management team and managers on any business issue that has employee or organizational impact on company personnel practices, procedures, and initiatives, including interpreting the intent and meaning of the contractual obligations with the Union.
• Represents the company as Bargaining Agent at local labor negotiations.
• Develops local bargaining strategy and prepares company positions and responses.
• Works directly with companys attorneys in preparation of arbitration and / or affirmative action cases.
• Ensures consistent application of policies and procedures for recruiting, rewarding, retaining, recognizing and developing people within a site.
• Provides employee relations consultation services to General Manager, management and employees.
• Develops, recommends, implements and maintains performance management programs and ensures consistent and timely application.
• Provides coaching and makes recommendations to managers / supervisors for performance development and corrective action.
• Conducts internal investigations of acts of employee misconduct including interviewing, gathering evidence, consulting legal council, making recommendations and documenting findings.
• Provides performance program reporting.
• Partners with site senior management team to implement organizational change interventionse.g., restructuring, reengineering, automating. Conducts ongoing skill competencies, knowledge and talent needs assessment.
• Develops or obtains specific training programs designed to meet the sites needs. Implements and directs staffing strategies which ensure attracting and retaining high caliber talent within and outside the site.
• Manages the rollout of Corporate Human Resources Programs at the site levele.g. Compensation and Benefits policies, guidelines, and programs; PDP, CTI, Employee Survey rollout program, Talent Management and Values Awareness programs.

Knowledge / Skills / Competencies :

Physical Demands :

Typical Experience :

Celestica is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, pregnancy, genetic information, disability, status as a protected veteran, or any other protected category under applicable federal, state, and local laws. This policy applies to hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral and other aspects of employment and also states that retaliation against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice will not be tolerated. All information will be kept confidential according to EEO guidelines. Celestica is an E-Verify employer.

Celestica (NYSE, TSX : CLS) enables the worlds best brands. Through our recognized customer-centric approach, we partner with leading companies in Aerospace and Defense, Communications, Enterprise, HealthTech, Industrial, Capital Equipment and Energy to deliver solutions for their most complex challenges. As a leader in design, manufacturing, hardware platform and supply chain solutions, Celestica brings global expertise and insight at every stage of product development from drawing board to full-scale production and after-market services for products from advanced medical devices, to highly engineered aviation systems, to next-generation hardware platform solutions for the Cloud. Headquartered in Toronto, with talented teams spanning 40+ locations in 13 countries across the Americas, Europe and Asia, we imagine, develop and deliver a better future with our customers. Celestica would like to thank all applicants, however, only qualified applicants will be contacted. Celestica does not accept unsolicited resumes from recruitment agencies or fee based recruitment services.