Barnes Group
Human Resources Manager
At a glance
Location: US-MI-Lansing Map
Posted: 09/25/2021
Closing: 10/24/2021
Degree: Not Specified
Type: Full-Time
Experience: Not Specified
Barnes Group
Job description

Human Resources Manager-Core Responsibilities: 

  • Serve as a strategic business partner who will contribute to business decisions and strategy to drive the performance and profitability of the segment. Align and integrate HR processes and programs with the business strategies, focusing on management and employee development, change management, succession planning, talent acquisition, and positive employee relations to support a high performance, motivated, and engaged workforce.
  • Lead and manage all HR programs and activities across the Division involving recruiting, employee relations, salary planning, employee training, benefits administration, and all other human resources related activities necessary to support the business needs.
  • Partner with the Division Manager and leadership to plan for, identify, select, and onboard the talent needed to meet current and future business goals.
  • Effectively leverage the Talent Management System (TMS) to build bench strength, and improve succession planning for critical roles to drive organizational effectiveness in all areas.
  • Provide assistance to managers/supervisors and employees on coaching, mentoring, training/development, performance management, total rewards, employee engagement, etc.
  • Provide human resources consultation and advice to employees/associates and management on Division organizational issues and initiatives with a focus on change management, positive employee relations, and employee engagement.
  • Collaborate with leadership to monitor employee performance and coordinate maintenance, improvement, and disciplinary communications and activities.
  • Formulate recommendations and counsel management to facilitate appropriate decision-making and organizational or employee-related actions. Ensures changes are administered in a manner consistent with corporate policies, guidelines, and values.
  • Complete special company and regulatory reports as required. Provide regular feedback to Division Manager and HR Director on human resources issues and trends identified through monthly metrics.
  • Provide necessary feedback/counsel regarding Affirmative Action/ EEO compliance, statistics, initiatives, etc.
  • Other related duties and projects as assigned.
  • Qualifications:
    • 10+ years human resources experience in a manufacturing environment.
    • 5+ years of human resources leadership experience; multi-site level experience is a differentiator.
    • Demonstrated progressive career development with increasing responsibilities.
    • Strong human resources business partner acumen, proficient in leading and setting direction for cross-functional teams, including demonstrated ability to motivate, influence, and drive change at all levels of the organization.
    • Demonstrated knowledge of applicable federal and state employment regulations and ensuring organizational compliance.
    • Ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships with management, supervision, and employees.
    • Forward-thinking and strategic with respect to HR processes and systems and uses organizational influence to affect and manage change.
    • Self-directed and able to prioritize work in a fast-paced environment with multiple competing priorities.
    • Impeccable integrity; superior interpersonal skills; able to communicate and engage personnel at all levels of the organization. Emotionally intelligent change agent who challenges the status quo and acts with a sense of urgency to deliver results.
    • Experience managing Affirmative Action/ EEO compliance.
    • Excellent computer skills with an emphasis in Microsoft Word, Excel, and PowerPoint
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Human Resources Manager