Plant HR Leader-PCP1

Job Description

*Leads human resources business processes for a moderately complex organization or multiple functions. Responsible for the improvement, deployment and effectiveness of a broad range of Human Resources processes across the business or functional organization. Ensures compliance with legislative requirements and adherence with human resources policies and processes. Partners with managers and employees to resolve issues and concerns.Provides staffing and recruiting support, evaluates structure, job design and headcount forecasting, and other people data analysis; implements tactics to select and maintain a diverse workforce.Resolves conflicts and provides coaching and counseling on human resources matters for individuals or groups within a defined organization or function.Leads performance management activities, including employee development planning.Ensures the accuracy and completeness of workforce information in human resources information systems.Facilitates compensation process and benefits administration by partnering with shared services and corporate human resources; develops and implements workforce compensation recommendations.Conducts and documents investigations for business areas or corporate functional areas.Manages administration of and adherence to human resources policies and procedures; advises organizational and functional leadership on compliance with key legislative requirements.Leads training needs assessments and participates in training activities and special projects.Participates in initiatives to improve the overall effectiveness of human resources processes; leads specific improvement initiatives.Creates employment contracts as required by local law or practice.Coaches and mentors less experienced human resources generalists., *SkillsCandidate Assessment and Selection - Defines qualification requirements and selection criteria for open positions using Cummins tools; employs objective selection processes that meet compliance requirements; assesses, evaluates and selects candidates against pre-determined job specifics and Select for Cummins competencies, and communicates openly with candidate and stakeholders to ensure timely hiring outcomes.Facilitation - Guides group discussions or training by creating an active environment where questions are posed, perspectives are shared, and debates occur with the goal of gaining understanding, analyzing issues, resolving conflict, exploring solutions, or making decisions.Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements.Data Analytics - Discovers, interprets and communicates qualitative and quantitative data; determines conclusions relying on knowledge of business or functional frameworks; simultaneously applies statistics, data validity, data visualization, and problem solving approaches to effectively extract meaningful patterns and business insights; presents conclusions and outcomes that enable data driven business decisions.Employee Relations - Builds constructive relationships with employees and other stakeholders; reinforces consistent application of Cummins standards applies knowledge of employment and labor law; effectively manages conflict; builds and maintains a collaborative, productive work environment through information sharing and consultation.Conducting An Investigation - Utilizes interpersonal skills, sound judgment and investigation tools/process to resolve reported violations of Cummins standards in a way that promotes our values and ethical principles; conducts effective interviews and analyzes information; clearly articulates findings and makes recommendations verbally and in writing.Compensation and Benefits Administration - Administers policies following Cummins plan design to ensure accurate and consistent application of Cummins policies in order to make and communicate appropriate compensation and benefits decisions; complies with local legislative and tax requirements to ensure Cummins policies meet governance and legislative requirements.Human Resources Consulting - Collaborates with partners to observe the environment and apply sound judgement informed by knowledge, skills, and experiences to identify and optimize opportunities to provide holistic solutions, while balancing the needs of stakeholders, primarily employees, with those of the organization.Human Resources Business Process Execution - Manages the execution of Human Resources business processes, seeking efficiency, accuracy, positive business performance outcomes and operational agility; integrates activities across processes as needed; assures compliance with process and legal requirements; effectively balances process requirements and business leader needs.Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.Courage - Stepping up to address difficult issues, saying what needs to be said.Decision quality - Making good and timely decisions that keep the organization moving forward.Plans and aligns - Planning and prioritizing work to meet commitments aligned with organizational goals.Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.Education, Licenses, CertificationsCollege, university, or equivalent degree in Human Resources, Business, or related field or equivalent experience required.ExperienceIntermediate level of relevant work experience required.

Keyskills :
labor lawsdesigndata analysistraining needsdata managementshared servicesproblem solvinghuman resourcesbusiness processgroup discussionsquantitative data