HR Manager

Job Description:

Job Summary: Leads human resources business processes for a moderately complex organization or multiple functions. Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across the business or functional organization. Ensures compliance with legislative requirements and adherence with human resources policies and processes. Partners with managers and employees to resolve issues and concerns. Key Responsibilities: Provides staffing and recruiting support, evaluates structure, job design and headcount forecasting, and other people data analysis; implements tactics to select and maintain a diverse workforce. Resolves conflicts and provides coaching and counseling on human resources matters for individuals or groups within a defined organization or function. Leads performance management activities, including employee development planning. Ensures the accuracy and completeness of workforce information in human resources information systems. Facilitates compensation process and benefits administration by partnering with shared services and corporate human resources; develops and implements workforce compensation recommendations. Conducts and documents investigations for business areas or corporate functional areas. Manages administration of and adherence to human resources policies and procedures; advises organizational and functional leadership on compliance with key legislative requirements. Leads training needs assessments and participates in training activities and special projects. Participates in initiatives to improve the overall effectiveness of human resources processes; leads specific improvement initiatives. Creates employment contracts as required by local law or practice. Coaches and mentors less experienced human resources generalists. Qualifications and Competencies Competencies: Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences. Decision quality - Making good and timely decisions that keep the organization moving forward. Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses. Plans and aligns - Planning and prioritizing work to meet commitments aligned with organizational goals. Change Management - Applies the Cummins structured process and tool set for engaging individuals and organizations through change to achieve and sustain business results and outcomes. Compensation and Benefits Administration - Translates Cummins plan design, statutory and tax requirements in the communication and delivery of compensation and benefit programs. Conducting An Investigation - Utilizes interpersonal skills, sound judgment and investigation tools/process to resolve reported violations of Cummins standards in a way that promotes our values and ethical principles; conducts effective interviews and analyzes information; clearly articulates findings and makes recommendations verbally and in writing. Employee Relations - Builds constructive relationships with employees and other stakeholders; reinforces consistent application of Cummins standards applies knowledge of employment and labor law; effectively manages conflict; builds and maintains a collaborative, productive work environment through information sharing and consultation. Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs. Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgment informed by knowledge, skills, and experiences to diagnose, identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization. Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements. Organization Design - Applies Cummins Organization Design principles and tools, whilst partnering with leaders, to determine the optimal organizational design and structure to deliver on strategic goals. Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions. Values differences - Recognizing the value that different perspectives and cultures bring to an organization. Education, Licenses, Certifications: College, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required. Experience: Intermediate level of relevant work experience required.

#J-18808-Ljbffr