HR Business Partner

HR Business Partner

Ducommun is looking for a Sr. HR leader to lead HR at it''s Performance Center in Coxsackie, NY. This individual will be a strategic partner to the Senior Leadership Team at this facility and report into our Director of HR Operations. This person will lead a team of 2 and oversee all HR functions, including recruiting and training and development.

Who are we?

Founded in 1849, Ducommun is the oldest company in California. Starting as a hardware supply store during the California Gold Rush and eventually assisted in the birth of the aerospace industry in Southern California by providing aircraft aluminum to early aerospace pioneers like Lindbergh, Douglas and Lockheed.

Today Ducommun is a global provider of innovative manufacturing solutions for customers in the aerospace, defense and industrial markets. We specialize in electronic and structural systems, producing complex products and components for commercial aircraft platforms, mission-critical military and space programs, and sophisticated industrial applications.

Our Facility in Coxsackie, NY manufactures state-of-the-art structural components for aerospace and defense applications.

Job Summary

Serve as the human resources manager and strategic business partner to site leaders and support the marketing and deployment of HR support activity for the performance center. Plan, organize, direct, control and coordinate the personnel, training, employee and labor relations activities of the facility. Duties involve executing corporate policies; directing the selection, training, development of employees; performance management; administering benefits; safety; employee morale programs developing wage and salary schedules.

Partner with Site Leadership:

• Function as key HR strategic senior human resources manager with business leadership teams to develop and execute critical business and organizational strategies and align with the PCD value proposition.
• Be a credible coach and confidante to the leadership teams, as well as a strong employee advocate.
• Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, employee engagement, etc.
• Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications.

Fiscal & Compensation:

• Maintain fiscal responsibility for all expenses, services, outside resources and business practices.
• Manage training, labor and resource budgets to support AOP (Annual Operating Plan) and LRP (Long Range Plan).
• Manage project budgets and initiatives for HR and performance center as required.
• Manage performance center compensation structure including development of wage and salary schedules.
• Maintain recruiting costs and budgets such as advertising costs, salaries, relocation expenses, and recruiter / agency fees.

Change Management:

• Serve as expert in change management processes to positively impact organizational effectiveness.
• Provide guidance and coaching to leadership team on change management.
• Drive and enable cultural transformation to support a progressive, diverse, and inclusive environment.

Strategy Development and Implementation:

• Develop a sustainable strategic workforce plan for the organization.
• Align HR and OD activities and initiatives with AOP and LRP and with business value proposition goals and objectives.
• Proactively seek opportunities to drive efficiencies and performance of the HR function to meet needs of the future state of the organization.
• Provide coaching and guidance to managers on organizational development related matters, including organizational analysis, strategy, structure and key processes to support organizational/business needs.

Talent Development:

• Provide guidance to leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support current and future business needs.
• Develop career path opportunities within the organizational structure and provide guidance to leadership on career planning discussions.
• Support and foster growth and professional development of direct reports within Human Resources as well as talent in other functional areas of the organization.
• Provide ongoing coaching and mentoring to staff to drive engagement and productivity.
• Provide clear goals and expectations to encourage successful performance of others.

Policy, Procedure and Process Administration:

• Implement and administer corporate policies; align processes with key compliance controls and support audit processes and requirements.
• Must provide guidance, implementation and participation in the creation of company HR policies/procedures, applicable contracts/agreements (temporary agency, collective bargaining, employment offers- performance, offers, etc.).
• Must be able to interpret and provide guidance regarding federal, state, and local employment laws/policy.
• Ensures effective human resource systems and processes are developed, implemented and continually improved

Benefit Administration:

• Administer employee benefit programs (e.g. Medical, Dental, Vision, Retirement, Disability, etc.) including training, open enrollment processes, implementation of new programs and employee support.
• Support and drive employee participation in company sponsored wellness programs.
• Manage employee leave of absence programs and interactive processes to ensure compliance with FML and ADA requirements.

Safety and Worker''s Compensation:

• Support EH&S officer in the implementation of safety initiatives and requirements.
• Manage worker's compensation process related to medical treatment, cost control and claim adjustor communication.
• Proactively support safety concerns and issues through collaboration with EH&S and operations.
• Ensure proper safety training is provided to new hires and support monthly training initiatives provided by EH&S officers.

Performance Management:

• Will need to collaborate with and influence a team of centralized HR Generalists, trainers, and admins.
• Drive a culture of fair and equitable employment practices.
• Provide and foster ongoing coaching and counseling of employees through training and guidance with all people managers.
• Administer and oversee all performance appraisal, goal setting and 360° feedback processes.
• Manage performance issues through administration of the company performance coaching and counseling policy.

Recruiting and On-Boarding:

• Responsible for assessing and supporting the workforce requirements for the performance center.
• Drive efficient and timely recruitment strategies to support the needs of the business.
• Focus on recruiting strong talent to enhance bench strength and support succession planning goals and objectives.
• Develop best practices with on-boarding programs and assimilation of new employees.
• Manage Affirmative Action Plan reporting and diversity requirements.

Employee Engagement and Recognition:

• Build and support an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
• Coaches and advises on appropriate total rewards strategies, programs, and tools to enhance organizational performance and employee engagement.
• Facilitate programs and work structure that promotes employee ownership and empowerment.

Internal Communication and Collaboration

• Support and promote company core values of honesty, professionalism, respect, trust and teamwork and utilize the Ducommun''s shared methodologies to achieve objectives.
• Drive strong employee relations through frequent and clear communications, clarity of expectations, and promoting positive relationships among management and employees.
• Collaborate with other HRBP leaders to share best practices, critical needs issues, and performance center initiatives.
• Works collaboratively with performance center & operations center leadership and teams to continuously assess operating plan and functional results to apply necessary business improvement methodologies
• Build and develop close relationships with cross functions (Operations, PMO, SC, Finance, PI and Engineering).
• Build and develop close relationships with HR peers to drive alignment, standardized work and drive growth and results.
• Work with cross functional teams to ensure the HR function supports and meets long term plans and initiatives.
• Actively lead/participate in cross-functional business projects improving employee engagement, talent development, organizational design and development, and other key performance requirements.

Performance Tracking and Measurement:

• Support and manage strategic goal deployment processes and tracking of key performance indicators.
• Define targets for improvement for measurements aligned to specific initiatives and areas of opportunity.
• Link and align departmental goals to the goals of the operating center, strategic business unit and corporate.

Continuous Improvement:

• Initiate, promote and drive lean methodologies across all processes and standard work.
• Focuses on operational excellence through innovation, efficiency, process excellence, and accountability.
• Focus on continuous improvement within scope of responsibilities for developing, improving and implementing sound HR practices.
• Work with HRIS and corporate HR to seek improvements in the systems support tools to ensure world class HR process.