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Reporting to both the site VP General Manager and the VP Human Resources for North America, this role serves both as a strategic and tactical business partner to the VP GM and business management team, but also in providing an operational HR service to the Cleveland site.  The Cleveland business is experiencing significant mix changes, and therefore this key management team role will be pivotal in partnering the management team to identify, develop and execute on, the key organisational, talent and cultural changes that need to be implemented to support business strategy, efficiency, and growth. 

Key Responsibilities

• Develop and implement a People Strategy for the Cleveland business that supports both the Cleveland business strategic growth plan and North America HR priorities. This will include elements of employee engagement and culture, leadership development, organisational design & development, diversity & inclusion, talent acquisition and retention, and ensuring a competitive employment offering in the external market.   
• Provide HR business partnering and coaching to the VP GM and business management team members, helping them to build the skills and behaviours required to lead change and develop the culture required for the future business. Partner and coach leaders at all levels of the business to ensure strong performance management, skills development, and an inclusive workplace culture. Lead the HR operational service and improve the employee experience at the Cleveland facility, driving a culture of continuous improvement through the HR team.
• Identify and implement improvements to talent attraction, acquisition, onboarding and retention processes to ensure the business has the workforce and skills required to meet and beat the business plan. Identify and implement both near term and more strategic workforce planning and organisational actions to ensure the provision of required skills, experience and competencies needed in the future business.
• Work with the VP HR and Company Reward Director to evolve and implement appropriate bonus, pay and compensation plans for employees at all levels of the business, to ensure a competitive pay offering linked to achievement of business objectives.
• Partner with the business management team to lead employee engagement and internal communications activities within the site, creating employee engagement action plans that address root cause issues and result in measurable improvements in engagement.
• Ensure the provision of accurate and timely HR information and analytics to drive great decision making on people issues.
• Ensure the effective implementation of HR policies, processes and systems on site, driving high levels of accountability through line management to ensure that core people processes are executed effectively. Work with the HR team on site, and other HR resources around the Region, to review, revise and standardise (where appropriate) such policies and approaches. 
• Partner with Group Functions (Compensation, Benefits & Talent) as necessary to manage Group wide activities at site level in a timely and manageable fashion.

Core requirements

• Strong Human Resources practitioner experience with experience of partnering the business at management team level, supporting both hourly and salaried client populations. Experience in managing within relevant federal and local employment law practices is key.
• Demonstrated ability to identify, plan and lead cultural change, including elements of organisational design, leadership development, skills building and mindset & behaviour change.
• Experience improving HR services through continuous improvement techniques and mindset. A proven track record of developing and growing skills and competencies in the HR team and line management.
• A recognised collaborator, always keen to work with and learn from others in developing the best solution.
• Comfortable working in a matrix reporting structure - able to work seamlessly with multiple stakeholders at both business, divisional and group level where required.
• Thrives and performs in ambiguous situations, or where robust processes and systems are not yet in place.
• Excellent impact and influencing ability, including coaching for impact and giving feedback to line management at all levels to build skills and desired behaviours.
• Analytical, critical thinking and problem-solving skills required to identify and address root cause issues.

Experience and Education

Candidates will have had significant, varied experience in generalist HR roles (upwards of 10 years), gained ideally in manufacturing environments and working with both office based and shop floor employees, and managing other HR support professionals.   Experience of working with unions is not required, but success in improving employee engagement and managing change successfully is required.   Candidates should hold a first degree in a relevant discipline (or equivalent years of experience) and hold a current HR qualification (e.g. SHRM).  Ideally, candidates will hold a higher-level degree or have undertaken further professional training and qualifications.

Solving Technology Challenges for a Sustainable World

We want the very best people in our TT family across the globe – so we welcome applications from everyone, to celebrate a diverse mix of experiences, backgrounds and identities. We are committed to equality of opportunity for all and you can rest assured that TT Electronics takes positive steps to ensure we are an inclusive business, that will welcome and support you, from your initial application to wherever your career takes you! Please get in touch if you’d like to discuss any reasonable adjustments to your application, in order that we can accommodate and support you in the process. If you want to work for a company where who you are is valued and respected, we’d love to hear from you.  

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TT Electronics does not accept any unsolicited resumes from third parties. Any resumes submitted by a third party for this or any other position will not be subject to any recruitment fees if hired.