PTC Industries - Senior Manager - Human Resources

The Senior Manager - Human Resources is a leadership position responsible for overseeing all aspects of human resources management, within a manufacturing organization. This role requires a strong background in HR strategy & transformation, employee relations, Project Management, talent acquisition, and performance management. The Senior Manager will work closely with the executive team to develop and implement process , policies and initiatives that align with the organization's overall goals and objectives. This position requires very strong implementation and project management skills.

KEY RESPONSIBILITIES:

- HR Strategy and Leadership: Develop and execute HR strategies and initiatives in alignment with the company's overall mission and goals. Provide leadership and guidance to the HR and administrative teams, fostering a culture of collaboration, innovation, and excellence. Drive the development and implementation of HR policies and procedures, ensuring compliance with labor laws and regulations.

- Performance Management: Develop and implement performance management systems to drive employee engagement and productivity. Establish performance standards, conduct performance evaluations, and facilitate the development of individual performance improvement plans.

- Organizational Development: Lead organizational development initiatives to support the company's growth and change management efforts. Conduct organizational assessments to identify areas for improvement and implement appropriate interventions. Drive cultural transformation initiatives and foster a positive and inclusive work environment. Facilitate organizational restructuring and realignment as needed.

- Talent Acquisition and Recruitment: Oversee the recruitment and selection process, including sourcing, interviewing, and onboarding of talent. Develop and manage a robust talent management program, including performance appraisals, career development, and succession planning. Implement best practices to attract, retain, and develop top talent within the organization.

- Training and Development: Identify training needs and develop training programs to enhance employee skills and competencies. Coordinate with department managers to ensure that employees receive appropriate training opportunities. Evaluate the effectiveness of training programs and make necessary improvements.

- Employee Relations: Promote a positive work environment by establishing and maintaining effective employee relations programs. Address employee concerns, conflicts, and grievances in a fair and timely manner. Provide guidance and coaching to managers on employee relations matters.

- Compensation and Benefits: Oversee the design and administration of compensation and benefits programs. Ensure compliance with legal requirements and industry best practices. Analyze market trends to determine competitive salary ranges and benefits packages.

- Compliance and Legal: Ensure compliance with employment laws and regulations. Stay up to date with changes in labor laws and HR best practices. Implement and maintain HR policies and procedures that comply with local and national regulations.

- HR Analytics and Reporting: Develop and analyze HR metrics to measure the effectiveness of HR programs and initiatives. Prepare regular reports and presentations for senior management on HR-related matters.

- Team Leadership: Lead and mentor the HR team, providing guidance and support. Foster a collaborative and inclusive work environment. Delegate responsibilities effectively and monitor team performance.

- Succession Planning: Develop and implement succession planning programs to identify and develop high-potential employees for key positions within the organization. Work with department managers to identify critical roles and potential successors. Create career development plans and mentorship programs to nurture talent and ensure a pipeline of qualified candidates for future leadership positions.

- Manpower Planning: Collaborate with department heads to forecast workforce needs and develop comprehensive manpower plans. Analyze current and future business requirements to determine staffing levels, skill sets, and resource allocation. Develop strategies for attracting, retaining, and developing a diverse and skilled workforce. Monitor labor market trends and implement strategies to address talent gaps.

- HR and Administration Budgeting and Resource Allocation: Develop and manage the HR budget, administrative operations budget, and facilities management budget ensuring optimal allocation of resources. Monitor expenses related to recruitment, training, employee benefits, and HR systems. Provide recommendations for cost-saving measures while maintaining high-quality HR services.

DESIRED CANDIDATE PROFILE:

Education and Certifications:

- Education: A master's degree in human resources, Business Administration, or a related field is typically required.

Functional Expertise:

Must have a proven track record of successfully implementing HR systems, policies, and programs, demonstrating an ability to manage resources, timelines, and stakeholder expectations efficiently.

- HR Expertise: Extensive experience in HR leadership roles, preferably in a manufacturing or industrial setting. In-depth knowledge of HR best practices, employment laws, labor relations, and talent management strategies.

- Strategic Thinking: Ability to align HR, administration, and facilities management strategies with the organization's overall business objectives. Proven track record in developing and implementing effective HR and facilities plans to support business growth and enhance operational efficiency.

- Leadership and Management Skills: Demonstrated ability to lead and manage a diverse team, including HR professionals, administrative staff, and facilities personnel. Strong leadership, communication, and interpersonal skills to collaborate with cross-functional teams and senior executives.

- Change Management: Experience in managing organizational change and driving HR and facilities initiatives in a dynamic manufacturing environment. Ability to adapt to evolving business needs and effectively implement change management strategies.

- Compliance and Risk Management: Comprehensive knowledge of employment laws, regulations, and compliance requirements specific to the manufacturing industry. Experience in managing risk, ensuring legal and regulatory compliance, and implementing safety programs.