Workforce Planning & Talent Development
• Execute workforce planning to ensure talent availability aligned with operational goals.
• Lead succession planning and pipeline development for future leadership and critical skills.
• Identify and prioritize training needs, managing development, apprenticeship, and upskilling programs.
• Coach and train managers to strengthen people‑leadership capabilities.
Employee Relations & Engagement
• Serve as escalation point for employee concerns, ensuring open communication and conflict resolution.
• Promote a positive, inclusive workplace culture and encourage feedback.
• Develop and implement engagement and retention strategies, including recognition and work‑life balance efforts.
• Conduct surveys, analyze results, create action plans, and monitor improvement.
Recruitment & Onboarding
• Partner with GBS Recruiting to execute talent acquisition strategies aligned with facility needs.
• Oversee full‑cycle recruitment: postings, interviews, selection, and hiring.
• Manage and enhance onboarding to ensure smooth new‑hire transitions.
• Align hiring processes with internal postings and seniority‑based requirements.
• Coordinate and participate in plant interviews.
Performance Management
• Lead the annual appraisal process per Hydro procedures, facility goals, and CBA requirements.
• Guide managers on goals, evaluations, and effective feedback.
• Address performance issues in alignment with PIP and progressive discipline policies.
Compensation, Benefits & HR Operations
• Oversee payroll accuracy, including wage structures, shift differentials, and contractual provisions.
• Collaborate with shared services and related functions.
• Manage benefits and leave programs in legal compliance.
• Sponsor recognition programs supporting high performance.
• Ensure HR systems operate efficiently and accurately.
Strategic HR Leadership
• Align HR strategies with business objectives, partnering with senior leaders.
• Lead organizational development efforts supporting restructuring and improvement.
• Analyze HR metrics, providing insights and executive summaries on KPIs such as turnover, absenteeism, and inclusion.
• Act as a change agent supporting smooth transitions and continuous improvement.
Compliance
• Ensure compliance with employment laws (NLRA, OSHA, FLSA, ADA, FMLA) and company policies.
• Enforce HR policies through audits.
• Maintain confidentiality and protect sensitive employee data.
Labor Relations
• Serve as primary contact for union representatives, managing grievances, negotiations, and disputes.
• Ensure adherence to CBA provisions.
• Lead bargaining negotiations, including costing and proposal preparation.
• Conduct investigations related to disputes and discipline, ensuring consistent application of policy and CBA terms.
• Oversee benefits and leave administration per CBA and legal requirements.
Leadership & HR Team Development
• Lead and develop HR staff through clear priorities, stretch assignments, and feedback.
• Support participation in corporate HR initiatives and professional development.
• Model professionalism, confidentiality, and strong labor‑relations practices.
• Direct HR staff in supporting plant operations and collaborating effectively with leadership.
