Elliott Manufacturing is a worldwide leader in flexible shaft systems that safely and efficiently transmit rotational power. Founded in 1932, our product portfolio has evolved to include flexible shaft assemblies, casings, and push-pull control assemblies. Over the years, our engineering expertise, thoughtful investments in research and development, and ongoing commitment to best-in-class manufacturing have placed us at the forefront of our industry. Look for Elliott’s versatile and innovative transmission technology in the most challenging and rugged environments around the globe in a diverse range of industries including: aerospace, agriculture, construction, defense, industrial, marine, medical, outdoor power equipment, and power generation.

Elliott is wholly owned by Enerpac Tool Group. Enerpac Tool Group is a premier industrial tools and services company serving a broad and diverse set of customers in more than 25 countries. The Company’s businesses are global leaders in high pressure hydraulic tools, controlled force products and solutions for precise positioning of heavy loads that help customers safely and reliably tackle some of the most challenging jobs around the world. The Company was founded in 1910 and is headquartered in Menomonee Falls, Wisconsin. Enerpac Tool Group trades on the NYSE under the symbol “EPAC”.

For further information on Enerpac Tool Group and its businesses, visit the Company's website at HTTPS://WWW.ENERPACTOOLGROUP.COM/.

JOB TITLE: HR Manager

LOCATION: Binghamton, NY

BUSINESS CONTRIBUTION

This is a leadership position in the Elliott and Maxima businesses with a balance of strategic and operational outcomes. He/she will act as single point of contact for all HR services within the business and between the business and Corporate HR team. The HR Manager contributes to the financial and operational performance of the business by applying comprehensive business knowledge and Human Resources expertise to strategic business planning and execution. As a member of the business leadership team, and in partnership with Corporate HR, he/she will build and maintain a valued business advisor relationship with business and functional leadership; consult on organization and people strategies; monitor business performance with an emphasis on people-related metrics and trends; and deliver Human Resources solutions that are timely and which effectively address business issues and needs. Specific areas of focus include employee engagement and the employment relationship; risk management through regulatory compliance and good governance; management of policies, programs and practices to achieve corporate and business segment/unit requirements; leveraging and localizing employee learning, organizational design and effectiveness, talent acquisition, performance management, training and development and competency development initiatives.

KEY RESPONSIBILITIES :

Develops and executes Human Resources initiatives aligned with the business goals to drive business growth. Reports to the Sr. Director of Human Resources and serves on the Local Leadership Team. Counsels the Business Leaders regarding organization, selection and development of Leadership Team members.

Operations Management (50%)

• Implement and sustain Actuant Human Resources strategies, programs and initiatives to attract, develop and retain the best resources.
• Assist with defining and recruiting for open positions.
• Lead the Performance Management and Talent Planning Review processes, facilitating robust performance reviews and talent pipeline management.
• Design and Develop local training programs based upon in depth needs analysis and review of organizational gaps.
• Facilitate merit-based rewards, including base compensation, awards, and bonus program
• Partner with corporate HR to create and implement solutions to achieve goals and strategic objectives.

Employment Relationships (35%)

• Build and maintain a thorough understanding of the strategy and strong business relationships with the leadership team.
• Develop a strong participatory engagement culture
• Improve the overall quality and capability of the organization to deliver its strategic plan by driving a performance culture.
• Support the development and implementation of recognition programs
• Identify and participate in continuous improvement initiatives.
• Serve as the coach and resource to employees at all levels.

Regulatory & Reporting (5%)

• Measure and diagnose quality of results delivered
• Complete all regulatory and reporting activities required of a unit of a public company

Employee Mediation (5%)

• Provide counsel to functional Leaders on all human resources-related legal issues.
• Coordinate and manage the responses to employee issues. Seek corporate / legal advice as appropriate
• Design and implement personal development and performance improvement programs

Emergency Responsiveness (5%)

• Respond to unplanned business and employee events and emergencies
• Develop and implement risk mitigation processes

KEY CONTACTS/CLIENTS AND FOCUS WITH THE CLIENTS

• Leadership Team—as a peer Team member, provides HR subject matter expertise; counsels and coaches; provides voice of the employees to the LT
• President—Counsel regarding leadership effectiveness, team dynamics and organization “health”
• HR Generalists—Coach, trainer, voice of reason, source of best practices, communicator and enforcer of policy
• Corporate HR group and Regional/Business Unit HR leaders—Conduit of information; project team participant; source of best practices; collaborate on company-wide initiatives; execute and deliver programs locally

REQUIRED CAPABILITIES:

• Demonstrated business acumen to identify people and organizational opportunities that, when addressed, will help improve business results.
• Demonstrated ability to apply the full scope of HR systems, services and programs with the wisdom to adapt/adopt prior experience to the Actuant culture.
• Team-oriented, hands-on approach to accomplishing complex tasks in a fast-paced, dynamic environment.
• Applies cost-conscious decision making to deliver high-quality outcomes in a timely and cost-effective manner.
• Experience and ability to facilitate change, promote two-way communications, and ensure effective employment relationships in various types of organizations.

DESIRED BACKGROUND AND EXPERIENCE

• Minimum 10 years experience with at least 5 years in a leadership HR role. Experience in a similar globally diversified manufacturing company.
• Educated to university level in Human Resources, Organizational Behavior, or Industrial Relations.
• Demonstrated accomplishments regarding strategic HR initiatives.
• Ability to identify and resolve organizational and individual problems with innovative approaches and consensus building
• General knowledge of HR laws, procedures and processes in US employment and labor law.
• Ability to communicate succinctly and compellingly with all levels of the organization, both orally and in writing
• In-depth knowledge of a wide variety of HR techniques and best practices gained through experience and education
• Additional preferred attributes include: In depth knowledge of training and development, needs assessment and the design and delivery of local training programs.

ESSENTIAL FUNCTIONS

• Works in general office conditions, with 20% travel by plane, car or train.
• Frequently lifts, carries or otherwise moves and positions objects weighing up to 30 pounds when preparing or delivering work products (such as reports, analyses, presentations or meeting materials).
• Able to communicate clearly via telephone, computer and in person at all organization levels.
• Able to work extended hours with short notice.
• Able to work in front of a computer for extended periods of time.

If you’re looking for a unique, exciting career with variety and potential for growth, Actuant offers challenges & extraordinary rewards for people on a global scale.  Choose opportunity – choose Actuant!

EEO/AA (W/M/Vets/Disability) Employer

*LI-JH1

Required Skills Required Experience