Senior Human Resources Manager

With more than 120 operations and approximately 20,000 employees worldwide, Precision Castparts Corp. is the market leader in manufacturing large, complex structural investment castings, airfoil castings, forged components, aerostructures and highly engineered, critical fasteners for aerospace applications. In addition, we are the leading producer of airfoil castings for the industrial gas turbine market. We also manufacture extruded seamless pipe, fittings, and forgings for power generation and oil & gas applications; commercial and military airframe aerostructures; and metal alloys and other materials for the casting and forging industries. With such critical applications, we insist on quality and dependability – not just in the materials and products we make, but in the people we recruit.

PCC is relentless in its dedication to being a high-quality, low-cost and on-time producer; delivering the highest value to its customers while continually pursuing strategic, profitable growth.

In 2016, Berkshire Hathaway, led by Chairman and CEO Warren E. Buffett, acquired Precision Castparts Corp.

We have an exciting opportunity for a strategic, business-focused Senior Human Resources Manager for our Cherry Aerospace business located in Santa Ana, California.   This position contributes to business performance by providing strategic consulting on people strategies, organization design, performance management, recruitment, training, compensation, governmental compliance, organizational culture, and employee engagement.   This role is a partner to the senior leadership team and works to anticipate and optimize the organization’s people needs to align with the overall business strategy. This role reports directly to the Site General Manager, with functional reporting responsibility to the Division Vice President of Human Resources.

Key Leadership Traits:

• Unwavering ethics, integrity and values; trusted advisor and partner to leadership and employees, with a lens towards enhancing business and employee growth, as well as the employee experience.
• Strong collaborator and relationship-builder; focused on organizational and team success across functional boundaries.
• Not satisfied with status quo; proactively identifies trends, risks, and opportunities, regularly advocates for improvements and change.
• Excellent business acumen.
• Leverages HR processes, tools and data/data analytics to accelerate business results.
• Strong people leader and manager.
• Focused on business outcomes and comfortable using qualitative and quantitative data to inform recommendations and decisions.
• Hands-on leader, who is actively engaged in supporting the overall business and engaging employees at all levels of the organization.

Key Responsibilities:

• Talent Acquisition –-   Facilitate the staffing process to identify optimal recruiting strategies, ensuring top quality candidates with diverse backgrounds in the shortest possible time frames to support business needs.  Manages talent acquisition efforts including sourcing, interviewing, assessment instruments, background checks, job offers, relocation, orientation, and integration.  Manages the relationship with contingent worker agencies; Assures quantity and quality of temporary staffing to meet the production schedule.

• Human Capital Plan Management -
• Culture - Facilitate the communication of the organization’s desired culture, vision, and values which guide the decisions and actions of the business; Provide training and facilitation based on needs.

• Employee relations - Develops and maintains a positive employee relations strategy. Objectively provide expert advice and coaching to employees and management.  Owns the employee engagement aspect of the plant by developing and maintaining an employee engagement strategy and staying abreast of the pulse of the workplace; Includes significant time spent on the plant floor and other engagement activities.

• Performance management – Drive performance management through business partnership, coaching, counseling, and disciplinary programs.  Identify and work with functional leaders to deploy strategies to increase productivity and employee performance.  Champions the annual performance management process, and ensures training, accountability and alignment of goals and the calibration of ratings.

• Benefits management – Collaborate with the Corporate Benefits team to administer employee benefit programs, seeking a balance between cost effectiveness and industry competitiveness.    Manage day-to-day administration of benefits at the local level.
• Compensation management - Collaborate with the Corporate Compensation team to evaluate employee pay levels & plan content to assess market competitiveness.

• HR policies & programs –Lead development, communication, and implementation of strategic HR programs.  Ensures consistent application of policies and practices; assesses need/opportunity for work rule and policy changes; Offers guidance, direction, and training to management on administration of employee handbook and policy and disciplinary matters to ensure consistency and "just cause;"

• Compliance – Ensure regulatory compliance with applicable federal, state, and local requirements related to human resources function, including employment, EEO, ERISA, affirmative action, FMLA, ADA, Wage and Hour, compensation, benefits, and employee relations.  Proactively address issues and responds to all state/federal EEO and related charges/inquiries; Maintains awareness levels by conducting periodic training, plant postings, mailings, handbook, and newsletter updates.

• Data Integrity and Accuracy – Ensures the data integrity and accuracy of all HR related systems and processes.
• Continuous Improvement- Work collaboratively with other HR team members across the corporation to identify corporate and business unit level opportunities to improve business results and create and deliver integrated HR solutions.

• Training and Development – Provides effective training and development for all levels of the organization.
• Workers Compensation Management:  Partners with Workers’ Compensation claims adjusters, internal and external legal resources, and Risk Management to effectively manage claims.

This summary above describes the general nature of work to be performed and is not an exhaustive list of all responsibilities, duties, and skills required of an incumbent in this position.

Education and Experience

• Bachelor’s degree required. Master’s degree or BA in HR preferred.
• PHR/SPHR certification a plus.
• Minimum 4+ years supervisory/management experience in an HRBP role; manufacturing facility experience highly preferred.

Skills, Knowledge and Abilities

• Solid business perspective with a clear understanding of how HR contributes to the bottom-line performance of the organization.
• Proven ability to work collaboratively with and influence the plant leadership team.
• Demonstrated ability to interact effectively with all levels of employees and influence the decision making of senior management.
• Knowledge of applicable state and federal employment laws and regulations affecting the workplace.
• Strong floor presence with the ability to understand the pulse of employee morale and develop effective employee relations programs.
• Demonstrated history of establishing and maintaining HR process excellence
• Team oriented management style.
• Demonstrated competence in thinking strategically, analytically, conceptually, and innovatively.
• Able to handle multiple tasks concurrently and work effectively in a fast-paced environment with constantly changing priorities.
• Excellent communication (verbal and written), organization, problem resolution, and presentation skills.
• Strong computer skills, including all MS Office applications, plus the ability to learn internal systems, such as ADP Vantage and Workday)