HR Manager, Cleveland in Cleveland, OH at Arconic

Date Posted: 7/1/2018

Job Snapshot

Job Description

Arconic Engineered Structures (AES) is seeking an HR Manager with a strong labor background and a hands-on style to provide HR leadership for our location in Cleveland, OH. Our organization is dedicated to rapid, profitable growth through continuous capital investment, operational excellence and career development. The HR Manager will partner with the Plant Manager and Staff to deliver HR solutions that meet business needs. The ideal candidate will have outstanding interpersonal skills, foster a positive labor and employee relations environment, and be a champion for a diverse and inclusive workforce. If this describes you, and your preference is a fast paced environment with a dynamic team, then we encourage you to apply.

Arconic Engineered Structures (AES) serves the global aerospace and automotive markets with the most specialized engineering, highest quality, and the greatest breadth and depth of forgings and extrusions. Our vertically integrated capabilities and deep materials science expertise in aluminum and titanium structural casting is taking the industry to new heights. This BU is also home to our suite of direct and hybrid additive offerings. Headquartered in Cleveland, OH; AES employs 6000 people in 6 countries at 30 locations. AES is a business unit of Arconic (NYSE: ARNC).

Key Responsibilities & Duties:
Profile: The primary purpose of this position is to partner with the Plant leadership and accomplish the strategic outcome of optimizing workplace performance in support of business goals. The HR Manager also works very closely with the business units HR Lead Team; building employee engagement by driving the development and attainment of business strategies and plans through strategic labor planning, change management, organizational design and talent management.
Essential Functions: Under the direction of the Senior HR Manager this position includes both strategic and tactical HR initiatives, examples include but are not limited to:
  • Translates business strategy into HR strategy.
  • Directs all aspects of recruitment and retention activities. Ensures all activities are in compliance with our equal employment policies and practices.
  • Monitor company or workforce adherence to labor agreements.
  • Present the position of the company or of labor during arbitration or other labor negotiations.
  • Drives organizational initiatives such as talent development, employee engagement and learning and development.
  • Performance Management – provide overall process coordination, communication, and training of the performance management process; act as help chain, provide coaching; coordinate consensus meetings.
  • Compensation – communicate and coordinate the salary administration and variable compensation processes, conduct compensation reviews, provide consulting on compensation processes and structure, evaluate salaried and hourly jobs, follow the approval process.
  • Consults with other managers on training and development issues. Recommends training and development strategies for broad and individualized needs. Implements training programs for specialized issues, e.g. - skill enhancement, ethics and compliance, and sexual harassment. Acts as training spa for site.
  • Coaches leadership on performance management and participates in counseling and/or termination proceedings.
  • Leading Global Voices (employee engagement survey) deployment and action planning within the site.
  • Works with location leader with regard to Company Foundation grant making and community development needs. Maintains good public relations status with the various civic and welfare organizations, local plants, all forms of local media, state and local government representatives, and business people in the community regarding human resources functions.
  • Drive employee activities committee in conjunction with team. Promote activities throughout the site to increase participation.
  • Ensures HR keeps employees informed of all changes in human resources policies.
  • Performs investigations and assists in the solutions and appropriate adjustments to complaints received from management and employees.
  • Assures that company policies and practices comply with the applicable provisions of federal and state labor laws and the CBA.
  • Provide health and welfare, savings plan, pension and retirement benefits support in coordination with Corporate resources units.
  • Participate in the disability and return to work process including worker’s compensation and FMLA.
  • Arrange for on-site Employee Assistance Program services and identify situations requiring EAP support.
  • Maintains all Company Self Audit Tool responsibilities/assignments to achieve minimum of “Good’ rating; including all Sarbanes Oxley compliance responsibilities/assignments.
  • Work in a safe manner that promotes the health and well-being of the individual and the environment.
Essential Knowledge/Skills/Abilities:
  • Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  • Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  • Production and Processing — Knowledge of raw materials, production processes, quality control, costs, and other techniques for maximizing the effective manufacture and distribution of goods.
  • Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
  • Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Time Management — Managing one's own time and the time of others with an acute sense of urgency.
  • Negotiation — Bringing others together and trying to reconcile differences.
  • Communicating Effectively — Oral/Written as appropriate for the needs of the audience.


Basic Qualifications

  • Bachelor’s Degree from an accredited institution;
  • Minimum of 7 years of HR Management experience;
  • Employees must be legally authorized to work in the U.S. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position. ;
  • This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status. ITAR defines U.S> person as an U.S. Citizen, U.S> Permanent Resident (i.e. ‘Green Card Holder’), Political Asylee, or Refugee.


Preferred Qualifications

  • Bachelor’s Degree is in Human Resource Management, Business Administration, Psychology, or Master's Degree;
  • Progressive leadership experience with increasing responsibilities and direct reports;
  • 5+ years of HR Experience working with a CBA (collective bargaining agreement);
  • 10 + years of HR experience with a minimum of 5+ years management experience and proven progression of increase in responsibilities;
  • HR Management experience in a large Fortune 500 company;
  • Experience within a Manufacturing Process;
  • At least one year of HR management experience in a manufacturing environment;
  • PHR or SPHR certification is a plus.