Job Description

As a Senior HR Manager here at Solstice, you will play a critical role in driving HR initiatives and supporting the overall HR strategy at Solstice. In this senior leadership position, you will be responsible for managing and leading the HR function, overseeing a team of HR professionals, and partnering with business leaders to drive HR excellence. You will provide strategic guidance and support on talent acquisition, employee relations, performance management, compensation and benefits, and employee development. As a trusted advisor to senior leaders, you will contribute to the development and implementation of HR policies, processes, and programs that foster a positive work environment and drive employee engagement.

As a people leader at Solstice, you will play a critical role in developing and supporting our employees to help them perform at their best and drive change across the company. As a key leader, you will continuously work to build a strong, diverse team by recruiting talent, identifying and developing successors, driving retention and engagement, and fostering an inclusive culture.

Responsibilities

Key Responsibilities,

Act as the HR partner of respective functional leaders and people managers to build an innovative, performance-driven, dynamic and high-impact organization.
Work closely with regional HR teams & HR COE and business to drive and deploy critical talent strategies talent management processes across the site. Proactively source critical roles and rare skills to build strong candidate pools.
Build manager capacity, implement targeted training program for managers and equip them with tools and strategies. Top grade site leadership, talent and HRO (learning, mobility, projects, performance differentiation) Certify Green Belt for all leaders and managers, Black Belt Lean Expert.
Supports workforce planning including succession planning and talent resources review (MRR) across teams
Drive the organizational development and growth agenda in the site leadership team. Support site strategy deployment projects, improve site compensation and incentive to be competitive, Drive OEF cost control to meet AOP – Annual Operation Plan.
Drive a performance management culture which continually seeks to raise the bar; differentiates pay for performance; rewards and recognizes key performers with upper quartile pay for upper quartile performance; and addresses those with performance shortfalls with effective partnering with C&B CoE and the Business HR organizations.
Grow Employee Networks and improve Diversity and Inclusion.
Has experience in human resources in the area of HR Business partnership with functional know how on staffing, organizational interventions, compensation and benefits. Proficiency in organization development, employee relations, training and knowledge of local Statutory compliance, labour code, Business case investigation (BCIR) etc.
Bring in industry best HR practices to help provide innovative talent solutions.

Duties to be performed,

Provides a broad range of human resource services to approximately 380 employees in support of business objectives, strategic goals, and human resources initiatives.
Performs diverse and complex assignments covering a broad area of HR functions (i.e., recruitment, employee relations, compensation management, affirmative action,).
Manage eligibility & process for incentive plans, progression, and R&R programs
HR Systems focal point for the site and will be responsible for managing the HRIS (HCM), work permit, disability claims, payroll, etc. systems.
Report, track, manage and analyze census for area of responsibility. Validate integrity of job and comp data. Exposure to PeS, HCM preferred.
Serves as an interface between managers, employees, outside agencies and others concerning HR related issues.
Ensure and/or develop and deliver business communications and communicate HR policies.
Interprets and executes corporate policies across the workforce to ensure consistent and equitable treatment.
Manage key Process and people . Own Talent development and execution, drive key talent retention & development efforts, ensure successful on boarding including orientation and new manager assimilation. Partner closely with the site leadership to drive the Talent Engagement & Development across all departments.
Strong ability to provide coaching/ counselling to both employees and business leaders in performance reviews, performance improvement plans, identification of key talent and other areas of employee management
Lead with defining short/long term HR initiatives in support of the business unit's strategic objectives.
Serves as an investigative resource, coordinating with legal counsel as appropriate. Conducts training sessions on various subject areas (performance management, reward & recognition, discipline, Code of Conduct, etc.).
Uses fundamental human resources concepts, practices and procedures. Works independently, under minimal supervision.
Performs work that is varied where evaluation, originality or ingenuity is required.

Qualifications

YOU MUST HAVE

Strong knowledge of HR policies, systems and legal issues.
Bias for action - keen sense of urgency and drive for results (willing to do what it takes to get the job done).
Ability to handle multiple priorities and deal effectively with ambiguity.
Flexibility to adapt to changing policies, procedures, priorities or work environments. Strong customer service orientation (i.e. empathetic, displays patience/understanding and listening skills).
Confidentiality - holds highest ethical and confidential regard for employees, able to garner trust with employees.
Excellent communication skills must have clear delivery and be able to present concepts or ideas to a group.
Ability to communicate and write in English is a must.
Strong influencing skills. Strong written communication skills - must be able to appropriately draft written communications/presentations on complex issues.
Good analytical and complex problem solving skills. Pays attention to detail, thorough in work, explores multiple approaches and implications of decisions.
Able to work in a team environment.
Ability to understand and develop a balance between business objectives and HR initiatives. Project Management skills; ability to develop short-term plans/goals. May represent the organization relating to a specific project.
Must have experience with various HRIS systems and at a minimum have intermediate level MS Excel, Word, Access, Powerpoint and Outlook skills. Six Sigma Greenbelt certification a plus.

Sr HR Manager