09 - HR Business Manager 1

09 - HR Business Manager 1

Date: Sep 3, 2024

Functional Area: HRM - Human Resources
Career Stream: HBP - HR Business Partner
Role: Manager 1
Job Title: HR Business Manager 1
Job Code: MG1-HRM-BUS
Band: Level 09
Direct/Indirect Indicator: Indirect

Summary

Detailed Description

This job is a first-level manager within a site. Provides direct management to semi-skilled and entry-level professional employees performing diverse and/or specialized roles, or employees in more than one function or work group. This includes establishing annual plans/objectives and interpretation of policies related to the functional area. Contributes to policy development. Work is performed within established professional standards and practices. Receives assignments in the form of tasks and goals and follows established processes to meet the goals of the unit. Executes budgets, develops schedules, and enforces policies and procedures. Erroneous decisions or failure to achieve results may have a negative impact on the divisions/departments operations, schedules, and/or performance goals. Provides immediate supervision to employees in more than one function or work group, assigning tasks and checking work at regular intervals. Directs subordinates to achieve assignments using established guidelines, procedures, and policies. Makes hiring and firing decisions. Reviews employees performance and recommends employee compensation; coaches for improved performance and disciplines as necessary. Interacts directly with subordinates and peer groups. Builds strong internal and external relationships that require exchanging of information and providing explanations in a problem-solving capacity.

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

• Responsible for human resource management issues within a site. In unionized sites, this includes overall union-management relations and negotiating and implementing local agreements and may serve as bargaining agent.
• 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.
• Prepares the company’s position to present to the company’s attorneys for 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 counsel, making recommendations, and documenting findings.
• Represents site in charges of violating regulation or law.
• Provides performance program reporting. Partners with site senior management team to implement organizational change interventions (e.g., restructuring, reengineering, automating).
• Conducts ongoing skill competencies, knowledge, and talent needs assessment.
• Develops or obtains specific training programs designed to meet the site's 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 level (e.g., Compensation and Benefits policies, guidelines, and programs; PDP, CTI, Employee Survey rollout program, Talent Management, Values Awareness programs).
• Ensures compliance to corporate policies, governmental regulations, and laws.
• Keeps abreast of legislative decisions, changes in federal, state, and local employment laws and regulations to limit legal exposure and liability.
• In-depth knowledge of government regulations.
• Extensive knowledge of labor laws and experience in Labor Relations.
• Customer Satisfaction initiatives.
• Solid understanding of World Class Manufacturing processes and Six Sigma strategies.
• Experience with HRIS system.
• Ability to effectively communicate with a wide variety of internal customers.
• Ability to evaluate multiple highly detailed tasks, determine priorities and organize work in a manner that allows for timely completion of projects.
• Ability to manage sensitive employee information in a confidential manner.
• Knowledge of computer applications and the ability to accurately perform tasks in some or all of the following applications: Access, Excel, Word, PowerPoint, Microsoft Project, and Visio.
• Ability to effectively organize and motivate team members with a diverse group of skill sets.

Physical Demands

• Duties of this position are generally performed in good working conditions.
• Occasional exposure to elements such as noise, dust, chemicals, operating machinery, temperature extremes, etc.
• Duties may require extended periods of sitting and sustained visual concentration on a computer monitor or on numbers and other detailed data.
• Repetitive manual movements (e.g., data entry, using a computer mouse, using a calculator, etc.) are frequently required.
• Occasional travel is required.

Typical Experience

• Five to seven years of relevant experience.

Typical Education

• Bachelor's degree in related field, or consideration of an equivalent combination of education and experience.
• Educational requirements may vary by geography.

Notes

This job description is not intended to be an exhaustive list of all duties and responsibilities of the position. Employees are held accountable for all duties of the job. Job duties and the % of time identified for any function are subject to change at any time.

Celestica is an equal opportunity employer. All qualified applicants will receive consideration for employment and will not be discriminated against on any protected status (including race, religion, national origin, gender, sexual orientation, age, marital status, veteran or disability status, or other characteristics protected by law). At Celestica, we are committed to fostering an inclusive, accessible environment, where all employees and customers feel valued, respected, and supported. Special arrangements can be made for candidates who need it throughout the hiring process. Please indicate your needs and we will work with you to meet them.