Responsibilities: Act as an HR advisor to departmental managers, providing coaching, counseling, and support as needed; maintains in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance Build and cultivate strong partnerships with senior leaders to offer thought leadership on organizational and people-related strategy and execution to ensure a high-performing, engaged workforce. Analyze and present relevant HR metrics and insights into the business to drive the focus and execution of strategy. Support the business with organizational change and development, influencing leaders to address complex organizational design issues where required for business success. Work with managers and employees to address employee relations issues, fairly representing all interests. Collaborate with other People team functions in the development and implementation of People programs. Hire, lead and manage a team of HR . Provide strategic business partnership; focus on performance management, leadership development, and conflict management. Proficient in anticipating business needs and taking the initiative to drive solutions in effective, value-added ways Aligns HR and leadership teams to integrate and harmonize several business functions and or sites under the same systems, processes and standard ways of working Collaborates with Talent Acquisition to ensure a deliberate approach to attracting and retaining top talent from both inside and outside the organization Analyzes and provides guidance on current organizational state and future requirements Collaborates with OD to design and implement solutions as necessary and appropriate Leads Functional preparation for annual talent review and succession planning sessions Creates and implements retention strategies to minimize unwanted attrition, particularly in business unit critical roles and specialty skill sets Drives annual Performance Development Plan process as well as salary, bonus and commission planning processes with management, ensuring highest performers are compensated in line with their business impact and contributions Provides ongoing compensation analyses and recommend market adjustments as needed to ensure top talent is retained; collaborates with compensation and benefits partners to drive participation in annual benefits enrollment processes Provides day to day coaching to HR team members and managers to build capability and deliver ongoing business results Develops and executes short and long term hourly labor strategy Manages temporary agency contract and service level agreements, maximizing service level agreement and reducing annual costs

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