Reports To: Executive Director or VP Human Resources
Function: Human Resources
Approved By: Executive Director
Date Approved: 07/08/2024
Job Summary: Develops, implements, and oversees Human Resources strategies, programs, policies, and processes to build capability, drive employee engagement, and ensure legal/corporate compliance. Provides supervision, coaching, and guidance to a team of human resources professionals, fostering an environment that recognizes and rewards personal development and continuous improvement initiatives. Partners with business leaders on talent strategies including organizational design, talent development, talent acquisition, compensation planning, and employee engagement.
Essential Duties and Responsibilities: Tenneco may make reasonable accommodations to enable people with disabilities to perform the essential duties of the position.
Critical Focus Areas: Demonstrates the ability to build capability in the organizations by:understanding and clearly articulating their SBU's/function's KPIs, AOP, and 3-year business planleading capability planning workshops (CPW), utilizing the standard processleading CPW follow-up action planning calls driving accountability and resultsplanning and facilitating quarterly Talent Reviews with business/functional leadersclearly articulating the strengths and weaknesses of leaders/team membersidentifying potential successorsensuring high-quality development plans are in place for key leadership and high-potential talentensuring performance management processes are followedensuring organizational efficiency through org design reviews including decision rightsteaching and holding HRMs accountable for applicable actions listed aboveDemonstrates the ability to acquire the talent necessary for organizational success by:leading resource planning sessions with business to ensure the right roles are sourcedensuring use of Targeted Selection interviewing process to ensure best candidate selectionensuring development of diverse talent pipeline for current and future needsensuring employment offer processes are followed and understands total compensation methodology when making offersdemonstrating the execution of robust onboarding practicesteaching and holding HRMs accountable for applicable actions listed aboveDemonstrates the importance of driving employee engagement by:understanding, clearly articulating, and teaching the 14 factors of engagementinterpreting and teaching others to read engagement survey reportsensuring use of standard survey administration processesensuring site/function engagement action plans are valid and implementedleading focus group sessions with business/functional leadersleading follow-up action planning meetings/calls for bottom quartile plants driving accountability and resultsteaching and holding HRMs accountable for applicable actions listed aboveDemonstrates the ability to deliver administrative efficiency by:ensuring local, regional, and national legal requirements are metensuring Tenneco policies and procedures are implemented and followedauditing processes/procedures to ensure high qualitystaying current with industry/professional trendsdemonstrating the use of CI tools to identify inefficiencies/problems and implement solutionsdemonstrating the use of change management processesholding monthly, action-oriented reviews with team to ensure priorities are met in terms of quality and timelinessteaching and holding HRMs accountable for applicable actions listed aboveEducation / Experience / Skills: Education / Experience: 18+ years of progressive experience in human resources or organizational development roles. Experience in a manufacturing facility is a plus.Cultivating Networks and Partnerships – identifies partnership internal and external opportunities; initiates collaborative relationships; expands mindset by showing a willingness to work across boundaries.Inspiring Excellence – drives high standards; initiates action and moves others toward envisioned outcomes; continually focuses others on performance gaps; works relentlessly to overcome obstacles.Leading Change – proactively recognizes a need for change and takes accountability for implementing; offers resources and direction to support implementation; recognizes and rewards those who contribute; helps others to overcome resistance to change.Building Organizational Talent – establishes processes to attract, develop, engage, and retain talent; determines the mix and level of talent required by the organization; recruits strategically for current and future business challenges; champions talent development; promotes differential rewards; emphasizes retention.
Business Acumen – uses economic, financial, market, and industry trends to understand and improve SBU and/or organizational results; understands the interdependencies of organization functions and supporting processes; understands Tenneco's industry.
Organizational Decision Making – secures and compares information from multiple sources to identify business issues and commits to an action after weighing alternative solutions; makes timely decisions; involves others in decision-making as needed to generate alternatives and gain buy-in.
Travel: Up to 30% travel may be required within the region of responsibility.Physical Demands & Work Environment: Often required to sit and use their hands and fingers to handle or feel.Occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch, or crawl.Vision abilities required include close vision.Occasionally exposed to moving mechanical parts and vehicles.The noise level in the work environment is usually quiet to moderate.
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