Human Resources Manager

Arconic has an opportunity for a dynamic Human Resources Manager to join our Tennessee Operations Team located in Knoxville, Tennessee.This position is a critical leadership role partnering with the Tennessee Operations Director of Manufacturing to drive year-over-year operating improvements while ensuring best in class talent, engagement and union relations at the facility.At Arconic, we take pride in our work and our innovative products and technologies that advance sustainable solutions for a better world. We strive to create a safe, inclusive, and collaborative workplace with competitive benefits, development opportunities and a culture that values and rewards employees on all levels of the organization.

This position leads a team of four and has full HR accountability for a unionized facility with over 1,100 employees. This role will partner with line leadership to establish the strategic HR plan, work in partnership with our USW members fostering a positive labor relations environment, lead a HR team of business partners and specialists to drive year-over-year talent and engagement improvements while ensuring all HR processes are executed flawlessly and with an eye towards continuous improvement. The role reports directly to the Rolled Products North America Vice President of HR and Labor Relations with a strong dotted line to the Director of Manufacturing for Tennessee Operations. 

• Bachelor’s degree from an accredited institution.
• 10 years of progressively increased responsibility within Human Resources.
• 8 years of experience with Labor Relations & Unions.
• 5 years of experience with leadership and management.
• Progressive Human Resources experience in a manufacturing environment. 
• 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 requires access to controlled technology, as defined in the Export Administration Regulations (15 C.F.R. §730, et seq.) and/or the International Traffic in Arms Regulations (ITAR). Authorizations from the relevant government agency may be required to meet export control compliance requirements.

Provide Strategic HR Leadership:

• Translate business strategy into actionable HR Initiatives that support organizational goals.
• Establish the annual HR strategy in concert with plant needs and RPNA initiatives.
• Ensure HR strategy is delivered on time, within budget and with the expected outcomes.
• Partner to ensure strong team effectiveness at the plant and within HR. 
• Serve as a trusted advisor to the plant leadership team providing guidance, coaching and support. 
• Assess team effectiveness and support the organization on its high performing team journey.
• Proactively identify workforce related opportunities and drive gap closure plans to ensure optimum operating performance. 
• Lead change management initiatives to support organizational transformation and growth.

Talent Strategy & Development:

• Develop workforce plans and pipeline assessments resulting in year over year improvements.
• Lead performance management cycles, annual talent reviews, succession planning and promote a talent mindset across the facility.
• Ensure appropriate training and development programs and in place and producing measurable outcomes.
• Ensure appropriate talent renewal strategies and programs are in place and fully functioning. 
• Support people leaders in developing a “talent mindset” and advancing a focus on talent across the facility. 

Employee Engagement & Culture:

• Understand engagement trends and drive year over year improvement plan in partnership with plant leadership.
• Partner with managers to cultivate an inclusive, engaged, and high-retention work environment.
• Help develop a culture of “lean manufacturing” within the facility.

Labor Relations:

• Ensure compliance with collective bargaining agreement (CBA) and lead labor relations practices that enhance operational efficiency and flexibility.
• Serve as an escalation point for local labor issues, negotiate local agreements and policies, and prepare for grievance hearings, arbitrations and charges.
• Establish a strong partnership with our unions and members creating an environment of positive employee relations.
• Foster a relationship of joint problem solving and collaboration ultimately resulting in improved plant performance. 
• Ensure key labor issues are identified annually and incorporated into the strategy plan for the facility.

HR Operational Excellence:

• Execute all HR processes on-time, on-budget and with high quality.
• Drive a continuous improvement approach across all HR processes.
• Ensure up-to-date knowledge of employment laws and ensure compliance with regulations such as EEO, ADA, FLSA, and FMLA.