Ducommun
HR Business Partner Carson, CA
HR Business Partner Ducommun is looking for an HRBP to lead HR at its Performance Center in Carson, CA. This individual will be part of the Senior Leadership Team at this facility and report to the Director of HR Operations. The position leads an HR Generalist and supports 4 locations totaling a headcount of ~185, overseeing all HR strategic functions. Who are we? Founded in 1849, Ducommun is a global provider of innovative manufacturing solutions for customers in the aerospace, defense and industrial markets. We specialize in electronic and structural systems, producing complex products and components for commercial aircraft platforms, mission-critical military and space programs, and sophisticated industrial applications. Our Performance Center in Carson, CA is the Engineered Products Group site for our Human Machine Interface, Motion Control Device, and Radio Frequency (RF) product lines. Job Summary Serve as the human resources manager and strategic business partner to site leaders and support HR support activity for the performance center. Plan, organize, direct, control and coordinate personnel, training, employee and labor relations activities of the facility. Duties involve executing corporate policies; directing the selection, training and development of employees; performance management; administering benefits; safety; employee morale programs; and developing wage and salary schedules. Partner with Site Leadership Function as key HR strategic senior human resources manager with business leadership teams to develop and execute critical business and organizational strategies and align with the PCD value proposition. Be a credible coach and confidante to the leadership teams, as well as a strong employee advocate. Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, employee engagement, etc. Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications. Fiscal & Compensation Maintain fiscal responsibility for all expenses, services, outside resources and business practices. Manage training, labor and resource budgets to support AOP and LRP. Manage project budgets and initiatives for HR and the performance center as required. Manage performance center compensation structure including development of wage and salary schedules. Maintain recruiting costs and budgets such as advertising costs, salaries, relocation expenses, and recruiter/agency fees. Change Management Serve as expert in change management processes to positively impact organizational effectiveness. Provide guidance and coaching to leadership team on change management. Drive and enable cultural transformation to support a progressive, diverse, and inclusive environment. Strategy Development and Implementation Develop a sustainable strategic workforce plan for the organization. Align HR and OD activities with AOP and LRP and with business value proposition goals and objectives. Proactively seek opportunities to drive efficiencies and performance of the HR function to meet future needs. Provide coaching and guidance to managers on organizational development matters, including organizational analysis, strategy, structure and key processes to support business needs. Talent Development Provide guidance to leadership on talent management/development and succession planning to ensure right talent capabilities and bench strength. Develop career path opportunities within the organizational structure and guide leadership on career planning discussions. Support and foster growth and professional development of direct reports within HR and talent in other functions. Provide ongoing coaching and mentoring to staff to drive engagement and productivity. Provide clear goals and expectations to encourage successful performance. Policy, Procedure and Process Administration Implement and administer corporate policies; align processes with compliance controls and support audit requirements. Provide guidance in creation of HR policies/procedures and applicable contracts/agreements. Interpret and provide guidance on federal, state and local employment laws/policies. Ensure effective HR systems and processes are developed, implemented and continually improved. Benefit Administration Administer employee benefit programs including training, open enrollment, implementation of new programs and employee support. Support wellness programs and manage leave of absence programs with FMLA and ADA compliance. Safety and Workers Compensation Support EH&S in safety initiatives and requirements. Manage workers compensation process related to medical treatment, cost control and claim communications. Collaborate with EH&S and operations to address safety concerns. Ensure safety training is provided to new hires and supported by EH&S monthly activities. Performance Management Collaborate with centralized HR Generalists, trainers and admins to drive a culture of fair employment practices. Provide coaching and counseling through training with managers. Oversee performance appraisal, goal setting and 360 feedback processes. Manage performance issues under the company policy. Recruiting and On-Boarding Assess workforce requirements for the performance center and drive recruitment strategies. Strengthen bench and succession planning through effective recruiting. Develop onboarding programs and new-employee assimilation. Manage Affirmative Action Plan reporting and diversity requirements. Employee Engagement and Recognition Build an engagement strategy that supports organizational performance and change. Advise on total rewards strategies to enhance engagement. Promote programs and work structures that empower employees. Internal Communication and Collaboration Promote core values of honesty, professionalism, respect, trust and teamwork. Maintain strong employee relations through clear communications and expectations. Collaborate with other HRBPs to share best practices and initiatives. Work with site leadership to assess operating plans and apply business improvement methodologies. Develop relationships with cross-functional teams and HR peers to drive alignment and growth. Lead cross-functional projects improving engagement, development, and organizational design. Performance Tracking and Measurement Support strategic goal deployment and track key performance indicators. Define improvement targets aligned to initiatives and opportunities. Align departmental goals to operating center, SBUs and corporate objectives. Continuous Improvement Promote lean methodologies across processes and standard work. Focus on operational excellence, innovation and accountability. Drive continuous HR process improvements with HRIS and corporate HR. Required Experience/Education/Training/Certifications Bachelors Degree required; Masters and SPHR preferred. Minimum of 7 years of progressive HR experience with managerial duties. Manufacturing industry experience preferred. Required Skills & Qualifications Experience partnering with business leaders to meet objectives; strong strategic thinking and change delivery. Talent management, leadership development, performance management and org development experience. Proven trust-based relationships, negotiation and conflict resolution skills. Ability to analyze HR metrics to drive business goals. Excellent interpersonal, influencing and communication skills at all levels. Knowledge of industry trends and employment laws; maintains compliance and confidentiality. Ability to build trust and act as an employee advocate; strong analytical and presentation skills. Proficient in MS Word, Excel, PowerPoint and HRIS; capable of handling multiple projects and deadlines. Team-oriented with a continuous improvement mindset; understanding of behavioral interviewing, root-cause analysis and lean principles; ability to learn manufacturing processes. Ability to create and present to employees at all levels. Compensation and Equal Opportunity Base Compensation: USD 115,000 - 135,000 (Salaried). Equal Opportunity Employer Veterans/Disabled 23301 S. Wilmington Ave, Carson, California, 90745, United States #J-18808-Ljbffr
HR Business Partner Ducommun is looking for an HRBP to lead HR at its Performance Center in Carson, CA. This individual will be part of the Senior Leadership Team at this facility and report to the Director of HR Operations. The position leads an HR Generalist and supports 4 locations totaling a headcount of ~185, overseeing all HR strategic functions. Who are we? Founded in 1849, Ducommun is a global provider of innovative manufacturing solutions for customers in the aerospace, defense and industrial markets. We specialize in electronic and structural systems, producing complex products and components for commercial aircraft platforms, mission-critical military and space programs, and sophisticated industrial applications. Our Performance Center in Carson, CA is the Engineered Products Group site for our Human Machine Interface, Motion Control Device, and Radio Frequency (RF) product lines. Job Summary Serve as the human resources manager and strategic business partner to site leaders and support HR support activity for the performance center. Plan, organize, direct, control and coordinate personnel, training, employee and labor relations activities of the facility. Duties involve executing corporate policies; directing the selection, training and development of employees; performance management; administering benefits; safety; employee morale programs; and developing wage and salary schedules. Partner with Site Leadership Function as key HR strategic senior human resources manager with business leadership teams to develop and execute critical business and organizational strategies and align with the PCD value proposition. Be a credible coach and confidante to the leadership teams, as well as a strong employee advocate. Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, employee engagement, etc. Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications. Fiscal & Compensation Maintain fiscal responsibility for all expenses, services, outside resources and business practices. Manage training, labor and resource budgets to support AOP and LRP. Manage project budgets and initiatives for HR and the performance center as required. Manage performance center compensation structure including development of wage and salary schedules. Maintain recruiting costs and budgets such as advertising costs, salaries, relocation expenses, and recruiter/agency fees. Change Management Serve as expert in change management processes to positively impact organizational effectiveness. Provide guidance and coaching to leadership team on change management. Drive and enable cultural transformation to support a progressive, diverse, and inclusive environment. Strategy Development and Implementation Develop a sustainable strategic workforce plan for the organization. Align HR and OD activities with AOP and LRP and with business value proposition goals and objectives. Proactively seek opportunities to drive efficiencies and performance of the HR function to meet future needs. Provide coaching and guidance to managers on organizational development matters, including organizational analysis, strategy, structure and key processes to support business needs. Talent Development Provide guidance to leadership on talent management/development and succession planning to ensure right talent capabilities and bench strength. Develop career path opportunities within the organizational structure and guide leadership on career planning discussions. Support and foster growth and professional development of direct reports within HR and talent in other functions. Provide ongoing coaching and mentoring to staff to drive engagement and productivity. Provide clear goals and expectations to encourage successful performance. Policy, Procedure and Process Administration Implement and administer corporate policies; align processes with compliance controls and support audit requirements. Provide guidance in creation of HR policies/procedures and applicable contracts/agreements. Interpret and provide guidance on federal, state and local employment laws/policies. Ensure effective HR systems and processes are developed, implemented and continually improved. Benefit Administration Administer employee benefit programs including training, open enrollment, implementation of new programs and employee support. Support wellness programs and manage leave of absence programs with FMLA and ADA compliance. Safety and Workers Compensation Support EH&S in safety initiatives and requirements. Manage workers compensation process related to medical treatment, cost control and claim communications. Collaborate with EH&S and operations to address safety concerns. Ensure safety training is provided to new hires and supported by EH&S monthly activities. Performance Management Collaborate with centralized HR Generalists, trainers and admins to drive a culture of fair employment practices. Provide coaching and counseling through training with managers. Oversee performance appraisal, goal setting and 360 feedback processes. Manage performance issues under the company policy. Recruiting and On-Boarding Assess workforce requirements for the performance center and drive recruitment strategies. Strengthen bench and succession planning through effective recruiting. Develop onboarding programs and new-employee assimilation. Manage Affirmative Action Plan reporting and diversity requirements. Employee Engagement and Recognition Build an engagement strategy that supports organizational performance and change. Advise on total rewards strategies to enhance engagement. Promote programs and work structures that empower employees. Internal Communication and Collaboration Promote core values of honesty, professionalism, respect, trust and teamwork. Maintain strong employee relations through clear communications and expectations. Collaborate with other HRBPs to share best practices and initiatives. Work with site leadership to assess operating plans and apply business improvement methodologies. Develop relationships with cross-functional teams and HR peers to drive alignment and growth. Lead cross-functional projects improving engagement, development, and organizational design. Performance Tracking and Measurement Support strategic goal deployment and track key performance indicators. Define improvement targets aligned to initiatives and opportunities. Align departmental goals to operating center, SBUs and corporate objectives. Continuous Improvement Promote lean methodologies across processes and standard work. Focus on operational excellence, innovation and accountability. Drive continuous HR process improvements with HRIS and corporate HR. Required Experience/Education/Training/Certifications Bachelors Degree required; Masters and SPHR preferred. Minimum of 7 years of progressive HR experience with managerial duties. Manufacturing industry experience preferred. Required Skills & Qualifications Experience partnering with business leaders to meet objectives; strong strategic thinking and change delivery. Talent management, leadership development, performance management and org development experience. Proven trust-based relationships, negotiation and conflict resolution skills. Ability to analyze HR metrics to drive business goals. Excellent interpersonal, influencing and communication skills at all levels. Knowledge of industry trends and employment laws; maintains compliance and confidentiality. Ability to build trust and act as an employee advocate; strong analytical and presentation skills. Proficient in MS Word, Excel, PowerPoint and HRIS; capable of handling multiple projects and deadlines. Team-oriented with a continuous improvement mindset; understanding of behavioral interviewing, root-cause analysis and lean principles; ability to learn manufacturing processes. Ability to create and present to employees at all levels. Compensation and Equal Opportunity Base Compensation: USD 115,000 - 135,000 (Salaried). Equal Opportunity Employer Veterans/Disabled 23301 S. Wilmington Ave, Carson, California, 90745, United States #J-18808-Ljbffr