JM - HR Operations Excellence

Job Description

*Supports human resources activities within a site, organizational unit, or department. Coordinates and assists in the deployment of a broad range of defined Human Resources processes within the business or functional organization. Takes a broad perspective to Human Resources challenges and recommends new, less obvious solutions.Works within defined human resource processes (e.g. compensation, benefits, performance management, exit interviews, relocation, and immigration support) and may help determine the appropriate actions required in more complex situations; Provides general information and guidance on benefits and compensation.Ensures accuracy and completeness of workforce information in human resource information systems, inclusive of employee recordsCompletes standard Human Resources business process activities for a business group or function with quality and per defined timelines for example recruitment and selection.Ability to pull reports, extract information and data and perform fundamental level of analysis in areas of responsibility Participates in the resolution of conflicts and provides coaching and counseling on employment matters; assists in conducting and documenting investigations. Provides staffing and recruiting support; coordinates recruiting activities, screening, and interviewing of candidates; updates the applicant tracking system, coordinates assessment testing where applicable, conducts reference checks for new hires; coordinates new hire orientation assignments and activities Participates in compensation processes and benefits administration by partnering with shared services and corporate human resources; implements workforce compensation recommendations; provides general information and guidance on benefits and compensationAssists in managing administration of and adherence to human resources policies and procedures; advises on compliance with key legislative requirements. Coordinates training needs assessment and participates in training activities and special projects. Creates employment contracts as required by local law or practice. Manages and coordinates internal audit requests for example gathering information in support of quality audits such as ISO. Acts as an informal resource for colleagues with less experience.This role should exercise significant independent judgement and decision making on more complex matters: As a general expectation incumbents operate independently 75% of the time., * Skills Human Resources Data Management - Acts on people data to ensure completeness, accuracy and compliance with company policy and legislative requirements.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.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.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.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.Action oriented - Taking on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.Communicates effectively - Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.Customer focus - Building strong customer relationships and delivering customer-centric solutions.Decision quality - Making good and timely decisions that keep the organization moving forward.Resourcefulness - Securing and deploying resources effectively and efficiently.Demonstrates self-awareness - Using a combination of feedback and reflection to gain productive insight into personal strengths and weaknesses.Instills trust - Gaining the confidence and trust of others through honesty, integrity, and authenticity.Optimizes work processes - Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement. Education, Licenses, Certifications High school diploma or certificate of completion of secondary education or equivalent experience to the extent such experience meets applicable regulations.A two year University degree from an accredited program in a relevant field of study preferred. Experience Requires significant relevant work experience or specialized skills obtained through education, training or on-the-job experience.Key Responsibilities:1. Central HR SPOC for ESG submissions for CIL. Working with plant and office HR SPOCs for data collection and collation. Representing HR and preparing slides for monthly/ quarterly ESG review forums with internal teams, internal and external auditors. Drive efficiencies and accuracy in the process. 2. Providing talent data and analytics to various HR & non-HR teams 3. Assist in preparation of Compliance Playbook and ONS access accuracy audits

Keyskills :
item response theorynew hireslabor lawsquality auditinternal audittraining needswork processesdata managementshared servicesdata collectionproblem solvingexit interviewshuman resourcesbusiness processneeds assessmentequipment supplyquantit