Senior Human Resources Manager

By living according to a common set of values, we create a culture that unifies, embraces the uniqueness we all bring to the company, and positions Integer for long-term success.

At Integer, our values are embedded in everything we do.

Customer

We focus on our customers’ success

Innovation

We create better solutions

Collaboration

We create success together

Inclusion

We always interact with others respectfully

Candor

We are open and honest with one another

Integrity

We do the right things and do things right

Job Summary:

The Senior Manager, Human Resources is a key member of the Site Leadership Team and is responsible for providing and assuring the overall Human Resources strategic and operational success for an associate headcount exceeding 700 and may include multiple locations.

This leader’s primary objectives will include the successful deployment and sustainment of all HR activities within their sites(s); effectively managing the performance and development of an HR team; and proactively creating and implementing actionable HR initiatives, both strategic and tactical, at the site-level that enable the enterprise to achieve its goals.

Accountabilities & Responsibilities:

• Adheres to Integer’s Values and all safety, environmental, security and quality requirements including, but not limited to: Quality Management Systems (QMS), Safety, Environmental and Security Management Systems, U.S. Food and Drug Administration (FDA) regulations, company policies and operating procedures, and other regulatory requirements.
• Attracts, leads, trains, motivates, and develops high-performing HR team to meet the site expectations and objectives.
• Ongoing assessment of team member effectiveness, skills, and capabilities; identifies development opportunities and strategies to close development gaps; and timely addresses performance and/or behavioral issues. 
• Proactively and regularly collaborates with PLT members and Managers of People to develop trusted lines of communication which enable the natural surfacing and subsequent resolution of sensitive and/or complex human capital issues.
• Ensures adherence to local, state, municipal, country and/or federal human capital and employment laws and regulations, as well as internal HR Compliance requirements; acts as an advisor for regional team members and regional business leaders on the interpretation and application of HR polices, processes and practices.
• Understands, interprets, and trains site leaders and associates on HR policies, procedures, and programs.
• Provides expert guidance to team members and Site leaders in addressing and resolving performance management, conflict resolution, and associate relations issues.
• Partners with Talent Acquisition to achieve staffing strategy within the site.
• Monitor collective bargaining, grievance, and disciplinary activity across the site; lead resolution of negotiations/cases that are highly sensitive and/or complex (where applicable)
• Review and approve compensation and benefits decisions (e.g., expatriate relocation/perquisites) within the Site, evaluating recommendations based on internal equity, role consistency and adherence to corporate-wide policy.
• Conducts effective data analysis and uses data to inform and influence decision-making and/or to gauge the quality of associate experience as well as the efficiency and effectiveness of HR service across the site; monitors, key and critical HR metrics and trends and address human capital risks and concerns. (e.g., turnover, engagement, diversity, and inclusion)
• Creates a culture of continuous improvement, acts as a steward of data accuracy and integrity, is a champion and protector of the HR brand.
• Work closely with Centers of Excellence to create a seamless experience for associates and managers.
• Collaborate with external parties (agencies, attorneys, labor relations specialists, Works Council) to support investigation/employment litigation activities within the site.
• Credibly leads organizational change initiatives in partnership with the Site Director of Operations and Talent Partner.
• Provides guidance and leadership to deliver change management plans that drive sustainable business results. Act as change champion on new initiatives, programs, and processes to positively influence the organizational culture.
• Proactively identifies Human Capital solutions to resolve issues and advance business strategy. Develops solutions through organization effectiveness and employment lifecycle management.
• Utilizing the Talent Cycle, Identify support strategies to increase  site leadership capability.
• Ensures effective onboarding processes are in place.
• Partners with site leaders in development of short and long-term workforce plans and actionable talent strategies, in partnership with the relevant HR COE, that support business objectives.
• Responsible for providing strategic HR guidance, coaching, and direction to leaders in areas including but not limited to, talent management, succession planning, total rewards, policy interpretation, associate data integrity, communication effectiveness, associate engagement, and leadership best practices.
• Partners with HR COE’s in areas including but not limited to, recruitment of site direct and indirect labor, associate orientation, Code of Conduct investigations, communication of annual benefits enrollment, and manager development training.
• Utilizes HR systems to generate reports and perform complex multi-layer analysis to identify trends in performance, turnover, compensation, etc. and utilizes findings to develop solutions that address business needs.
• Proactively partners with managers of people to complete to complete audits and maintain associates’ digital records to ensure data integrity.
• Promotes and supports associate and manager self-service of available on-line HR tools.
• Participates on enterprise-wide HR and organizational Project teams to develop and implement process improvements that drive HR’s strategic vision.
• Promotes associate contribution and commitment through facilitation of focus groups, surveys, round tables, town halls and other forums to assess and deploy culture initiatives.
• Promotes an issue-free work environment that adherence to Integer values. Ensures associate concerns, complaints or workplace conflict are addressed and resolved timely and fairly.
• Ensures compliance with all local/state/country labor laws and regulations.
• Other duties as assigned.

Education & Experience:

• Minimum Education: Bachelor’s Degree in Human Resources, Business or related discipline with 4+ years of experience or 6+ years of experience with an Associate’s degree, or the proven ability to perform all duties of the role in lieu of educational preferences
• Minimum Experience: Minimum 7 years progressive HR experience, with at least 3 years managing others, and with at least 3 years on-site manufacturing HR support. 

Knowledge & Skills:

• Human Resources Certification (PHR/SPHR or SHRM-SCP) preferred.
• Demonstrated success balancing and executing multiple talent and change management strategies and projects in fast paced matrixed environment.
• Proficiency with MS Office, Web-based ATS and integrated HRIS applications; Workday experience preferred.
• Comprehensive knowledge of country, federal, state and local labor and employment laws.
• Strong program management abilities with experience leading change and transformation programs across the region and in union and non-union environments.
• Experience implementing talent management and DEI plans aligned with corporate strategy. Ability to also contribute towards those strategies.
• Confident and capable of handling challenging stakeholders and building strong relationships.
• Excellent communication and interpersonal skills to build relationships across all levels of the organization.
• Strong influencing and informing skill.
• Purpose-led with a high level of authenticity and empathy to build strong relationships internally and provide coaching and development for your team and at senior levels across the region.
• Strong data analysis skills to interpret metrics and drive strategic decisions within the HR department.
• Expertise in performance management techniques to foster employee growth and accountability.
• Proven experience in talent management and acquisition practices that attract and retain top talent.

U.S. Applicants: Equal Opportunity Employer. In addition, veterans and individuals with