Basic Qualifications: 

B.S. Degree in a Business discipline, Organizational Development, or HR related field of study Minimum of 7 years Human Resource experience  Minimum of five (5) years of experience in a Sr. HR and Leadership role  Employees must be legally authorized to work in the United States.  Verification of employment eligibility will be required at the time of hire.  Visa sponsorship is not available for this position This position is subject to the International Traffic in Arms Regulations (ITAR) which requires U.S. person status

 Preferred Qualifications

Master’s degree  Manufacturing experience

Howmet Engines is a world-class producer of aero engine and industrial gas turbine components, including airfoils, rings, disks, and forgings. We excel in vacuum-melted superalloys, machining, performance coatings, and hot isostatic pressing for high-performance parts that enable the next generation of quieter, more fuel-efficient aero engines and cleaner power generation. Howmet Dover Casting is a world-class supplier of complex, investment-cast turbine airfoils and other components for the aircraft engine and industrial gas turbine industries. Howmet Dover Alloy is a world-class supplier of vacuum and air-melted nickel- and cobalt-based superalloys to aerospace, gas turbine, medical, and other high-technology industrial markets.

Reporting to the Director HR for the Airfoils Segment, the Senior HR Manager will have primary responsibility as a strategic partner at the Dover, NJ airfoils plant as the HR Manager for the site.  Additional responsibility includes partnering with the Director of Specialty plants and the Director of HR for the Airfoils segment for the plants in Connecticut and Texas.  

Key Responsibilities

Deploy HR initiatives, ensuring alignment with business priorities and corporate guidance. Oversee HR processes, including talent reviews, compensation, succession planning, talent acquisition, and other HR processes.  Oversee and ensure key HR performance indicators are reviewed, communicated, and achieved by Dover team.  Ensuring legal compliance for all HR related areas at the site. Maintains knowledge of federal and state legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are in compliance. Lead talent management, succession planning, learning & development, change management and workforce planning  Work with Plant leadership to drive employee engagement throughout the facility Establish credibility throughout the organization with management and the employees in order to be an effective 
coach and problem solver of people issues.  Manage and resolve complex employee relations issues. Oversee effective, thorough, and objective investigations. Partner with legal as needed/required. Oversee and guide the location human resources, ensuring strong competencies in leadership and people management.  Guide and support location to develop and align community strategy with key business priorities to drive Howmet brand and employee engagement.  Collaborates with senior leadership to understand and develop the Sub Segment’s goals and strategy related to people operations including but not limited to; staffing, recruiting, retention, labor relations, and talent management for the Dover NJ, Winsted and Bradford, CT plants as well as the Wichita Falls, TX plant. Translate the business needs into HR strategic and operational plans establishing key metrics and performance tracking processes. Guide and support the Specialty Sub Segment plants to develop and align community strategy with key business priorities to drive Howmet brand and employee engagement.

Job Roles 

Continuous learning--always aware of the pulse of the organization; stays abreast of business strategy, marketplace evolution, laws and regulations that affect the business, systems and structures, demonstrates competence and expertise in each Consultative Advisor--provides perspective to other business leaders; leverages qualitative and quantitative sources to aid decision making; asks the right questions to expand the thinking of other leaders; proactive with ideas; serves as a sounding board, coach and thought partner; understands when to enable a quick decision and when to call for greater rigor Talent facilitator--understands the personnel needs of the business for sourcing purposes; considers the long term future with succession in mind; prepares people for success and performance; brings team composition and performance expertise  Managing interests--devotes attention to a variety of concerns across the enterprise; manages priorities and personalities; brings people together toward common goals; switches from subject to subject easily and often Interpersonal savvy--prioritizes relationships; maintains connection even through disagreement or enforcement of policy; customizes approach to different individual personalities and group cultures; maintains availability and openness; creates a landing place for concerns without enabling Accountability and expectation--helps individuals, teams and the enterprise set business and cultural goals; holds those entities accountable and ensures expectations are clear; willing to identify issues and have difficult conversations (up to and including exit conversations) to resolve them Self-assured intuition--willing to make difficult decisions; demonstrates integrity; provides objectivity and doesn’t take things personally; comfortable to provide counsel and make decisions in gray areas; emotionally intelligent High capacity/energy--manages high volume of interactions, issues and tactical concerns seamlessly; deepens and expands relationships despite tactical responsibilities; makes work fun Execution--consistently delivers the non-negotiables with excellence; keeps commitments and does not make excuses; maintains a mindset of progress and finishing tasks even while understanding the need to monitor and relate Influence--creates partnership and shapes decision-making throughout the enterprise by leveraging personality, expertise, curiosity and insight; works daily to ensure HR function is strategic, not transactional; gets out of the silo of HR to ensure broad exposure and ability to contribute Communication--provides consistent messaging; shapes culture through communication channels; stays aligned to business and hoshin; increases organizational clarity and coordination