The Human Resources Business Partner reports to the Sr. Human Resources Director. The role supports a Global Business Unit (Advanced Packaging and Converting North America). Client groups include business and R&D teams in Dublin, OH as well as support for manufacturing sites in: Dublin, Ashland, Columbus and Calumet City.

ROLE OVERVIEW

This position leads the plant HR strategy and implementation for the AP & C (Advanced Packaging and Converting team. The position leads the implementation of and provides support with business and plant initiatives decided upon with the business leaders and manufacturing leaders associated with the manufacturing facilities, as they pertain to HR. This position leads change management in all facilities The position requires an experienced HR professional well versed in all aspects of human resources including change management, talent acquisition and development, compensation and benefits, succession planning, workforce planning and development and employment law. Experience with and/or capacity to become highly proficient in change management implementation, as well as, succession planning and organizational development/management are vital for this role.

The role requires full capability to successfully negotiate to a positive outcome, mediate between differences of opinion, make sound, fair judgments in support of business objectives and provide trusted counsel to the Manufacturing Manager, Plant Manager and Site Leadership team.

Most importantly, the position requires that the individual be seen as a valued, contributing, and collaborative member and teammate within his/her client groups as well as within the Arkema Inc. HR&C community and must be able to build strong working relationships with their peers in the business as well as within the larger HR function.

KEY ACTIVITIES AND RESPONSIBILITIES

HR Business Partner for Client Groups (50%)

• Establish personal credibility as well as build and maintain strong partnerships with the leadership team at each site and the Corporate Human Resources team.
• Be an active member of the Plant Leadership Teams and ensure all HR topics and initiatives are discussed and represented there.
• Partner to define HR strategy for plant level, ensuring alignment of key HR initiatives in the Americas.
• Develop and maintain human resources programs and procedures linked to client groups’ strategies

• Lead talent acquisition, on-boarding, development, hiring, promotion and departure processes with assigned client groups as follows:
• For plant site: Direct management/execution of recruitment, on-boarding, development, promotion and exits of employees:
• Partner with leadership teams to develop and implement actions or projects for greater/cost effective workforce planning and management, including organizational development, succession planning as well as employee development and engagement
• Maintain and communicate HR metrics to client groups, including talent acquisition, turnover, promotions, transfers, terminations and performance appraisals
• Partner with client groups to facilitate change effectively by understanding the business need(s) for change, its impact on people and then work with leaders to develop a plan to introduce and drive the necessary changes
• Foster an environment that encourages and rewards continuous individual growth and delivery of results

Drive and implement Core HR Processes - (30%)

• Partner with HR leadership, HR Business Partners and HR COEs (Centers Of Excellence) to put in place proper process and delivery of all Core HR processes.
• For plant sites - Coordinate the administration of the H&W/FMLA/STD/Workers Comp benefits of union members and non-union employees alike. Act as liaison between employees for the H&W fund, the company’s third party STD/LTD administrator and corporate HR.
• Implement HR programs, policies, practices and tools locally, including the Performance Management Process, Talent Review Process, Employee Safety and Engagement Survey and follow-up action plans, Reward & Recognition program, Job (re)evaluations and other compensation-related practices
• Lead, co-lead or contribute to special projects inside and outside of the HR function, on an as needed basis, to continuously improve HR practices, processes and data management
• Assess, monitor and address employee questions and concerns and refer to appropriate company internal and external resources for support as required.
• Ensure accuracy of employee data in HRIS (SAP) by updating information for entry of employee changes through various HR cycles.

Compliance and Employee/Labor Relations – (20%)

• Ensure awareness and compliance with HR policies within client groups
• Address and resolve HR issues that have been escalated by the plant employees, plant management and BU management.
• Provide counsel to leaders and managers on employee and labor relations issues, including, but not limited to: corrective action, conflict resolution, harassment issues, etc., utilizing Legal resource(s), when appropriate, to investigate and resolve issues in a prompt and fair manner, minimizing legal risk to Arkema and individual leaders. Partner closely with other HR leadership/teams and HR COEs (Centers Of Excellence) for proper process and delivery
• Stay current on US regulations to ensure compliance and timely implementation of new/changes to regulations
• Coordinate with local management video information system management as it pertains to sound HR practices.

CONTEXT AND ENVIRONMENT

• 25% Travel
• The successful candidate will establish their presence in the respective plants even when absent through their relationship building skills and client centric service.
• Composure, ability to build rapport and trust, good judgment and analytical skills are needed to be effective in the role.
• A sense of urgency and a proactive approach to addressing HR issues is expected.

REQUIRED EDUCATION/QUALIFICATIONS/WORK EXPERIENCE

• Minimum Bachelor’s degree in Human Resources or related field with relevant work experience; advanced degree preferred
• 8+ years of experience and progression in Professional Human Resources Roles, to include exposure within the manufacturing environment (min 3 years ideal) and HR related acquisition experience, Global business exposure ideal
• 3+ Years of HR Supervisor or Manager level experience, exempt professional staff management preferred
• Thrives in a growth-oriented business, with proven abilities to organize, manage multiple key projects, and garner support from others, across all levels
• Builds effective relationships and able to communicate effectively across all levels of the organization
• Navigates effectively within a matrix environment
• Effectively blends vision and strategy with practicality to drive and achieve results
• Critical thinker, logical decision maker, project management mind-set, change management expertise
• Union labor relations experience preferred
• Effectively builds strong relationships across all levels of the organization, to include key stakeholders, and external partnerships
• Some domestic travel required within the region as natural part of the role, additional periodic domestic travel minimal
• Broad knowledge and experience in HR practices, policies, laws and regulations.

DEMONSTRATED COMPETENCIES

• Organizational/planning skills are critical for this role. Composure, ability to build rapport and trust, good judgment and analytical skills are also needed to be effective in the role. A sense of urgency and a proactive approach to addressing HR issues is expected.
• Develops and maintains successful, productive relationships with the various client groups.
• Sets a sound HR strategy for the client groups, linked to business needs.
• Ensures qualitative and cost effective workforce management.
• Implements effectively HR initiatives and processes within client groups (PMP, TR, etc.)
• Develops and maintains human resources strategies/procedures/programs linked to the client group’s strategies.
• Provides support to leadership teams of client group through advice, coaching, and development.
• Contributes to the continuous improvements of HR practices, processes and data management.

A career with Bostik offers a collaborative work environment and supportive development to reach your career goals, with benefits starting day one as part of our competitive total rewards strategy. Bostik, an Arkema company, is a leading global adhesive specialist in construction, consumer and industrial markets. For more than a century, it has been developing innovative adhesive solutions that are smarter and more adaptive to the forces that shape daily lives. From cradle to grave, from home to office, Bostik’s smart adhesives can be found everywhere. With annual sales of €2 billion, the company employees 6,000 people and has a presence in more than 50 countries. www.bostik.com. The diversity of our employees is an asset we value and commit to from recruitment through career management. Bostik is an EEO/AA/Drug Free Workplace. The above information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications