Onboarding Coach

Basic Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, or related field from an accredited institution.
• 1 year experience working in an HR onboarding or recruiting
• Work across multiple shifts.
• Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at time of hire. Visa sponsorship is not available for this position.
• This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.

Preferred Qualifications:

• PHR is a plus
• Strong ability to multi-task and connect at all levels in the organization
• Familiarity with HR practices, policies, and regulations
• Excellent communication, presentation, and interpersonal skills
• Ability to meet deadlines in a fast-paced environment
• Proficiency with MS Office
• Detail-orientated with exceptional organizational problem-solving abilities.
• Professionalism, confidentiality, and a customer-service mindset

Howmet is a world leader in the investment casting industry and is a leading supplier of superalloys, aluminum, and titanium components for aerospace, automotive, and commercial transportation applications.  Our Wichita Falls location is on the front edge of the rapid growth in the aerospace and turbine industries.                              

Nestled halfway between Dallas/Fort Worth, Texas and Oklahoma City, Oklahoma, our facility in Wichita Falls supplies jet engine components to some of the most trusted names in the Aerospace industry.

JOB SUMMARY:

HR Onboarding responsibilities will require application of broad knowledge of HR and hands-on expertise with demonstrated results in several of the following functions/HR processes.

Job Responsibilities: 

• Maintains high ethics and values in the workplace
• Approach on regular basis, all hourly 0-180 days seniority employees, with standard questions to gather key feedback data for correct new hire assimilation in the organization. 
• Ice breaker to test retention & effectiveness of new hire orientation topics with new employees. 
• Assist with various HR functions, such as recruitment, onboarding, employee relations, performance management, and policy development.
• Serve as a point of contact for employees’ HR-related training questions providing accurate and timely information and guidance
• Maintain employee records and ensure compliance with relevant laws and regulations.
• Contribute to the development and implementation of HR polices, procedures and initiatives.
• Change management, continuous improvement, organizational effectiveness and organization development.
• Effective strategic communications 

Job Roles :

• Relationship – interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; balances toughness and compassion
• Advocate and arbitrate – represents both organization and employee interests; manages the tension and conflict that can arise with differing viewpoints; moderate according to best interests and best outcomes; alerts appropriate parties when issues arise.
• Organization and Structure – detail and follow through orientated; maintains records; provides accurate information; coordinates training efforts, benefits, and other initiatives as scale as applicable. 
• Customized communication – understands inherent differences between people and situations; adapts commination and interaction according to audience needs; reads people well, presents with confidence
• Business informed – understands the needs of the business and drivers of retention and other critical metrics; focuses effort to discover and makes recommendations based on the breadth of factors and data available 
• Collaborative leadership – involves key stakeholders early and often in the process of discovery and interaction; interfaces with groups across the plant and functions as a resource for information and recommendations to ensure quality of interaction and experience for new associates
• Influence – understands and communicates the value of processes, information, and relationships; makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-orientated plans and goals
• Synthesis – Makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders; understands the difference between urgent and important; differentiates between thematic issues and individual concerns
• Talent advocate – coaches and mentors others; functions as part of the “people intelligence” center of the plant’ drives engagement through interaction and representation