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Senior Human Resources Manager

2 months ago

De Soto, United States Panasonic Energy of North America Full time

Panasonic is seeking a skilled HR Leader to become our Senior HR Manager, reporting to the VP of HR, and leading a growing team of HR Business Partners and Specialists. This role is the key HR partnership to Panasonic’s operational leadership at the Gigafactory in Kansas and is an opportunity to come into an exciting environment and build. This role combines your leadership, business acumen, leadership development, employee relations, communication, and passion to lead a team to make a difference in a start-up. This organization is poised to grow by several thousand employees in the next few years. Bring your energy and creativity and come build with us. Essential Duties: Lead a team of HR Business Partners and Specialists to enable business objectives and amplify the voice of the employee. Set the vision, direction, and culture of the team. Partner with other HR functional areas such as Talent Acquisition, HR Operations, Legal, and Learning and Development to bring robust solutions to bear for organizational challenges. Thoughtful ability to develop strategic relationships with your business partners – you influence the decisions. You can root cause issues quickly and uncover core issues using data, then lean in, consult with, and teach the business how decisions affect their sites and create new mechanisms as they are needed. Increase employee engagement and positive employee relations through high-touch interactions, upstream communications, opportunities for involvement both at work, as well as in the community. Generate credibility with employees through listening, doing what was said would be done, and excellent follow-up back to each individual. Shape and champion PENA culture throughout the organization through personal example, clear communication and consistency in policy adherence. Create clear and practical policy that appropriately addresses business and employee needs. Develop leaders in the organization with excellent coaching and partnership. Distill key priorities from on-the-ground interactions into projects with clear scope and accountability, verifying their impact through organizational feedback. Present monthly in all-employee assembly formats on relevant HR topics to increase awareness and accessibility to HR. Facilitate knowledge transfer from global to local teams as part of production ramp-up plans. Understand business goals and recommend thoughtful new approaches, policies, and procedures to affect continual improvements in business objectives, productivity, and development of HR within the company. Collaborate with site and regional leadership teams to harmonize site-specific priorities in alignment with overarching PENA goals (e.g., diversity & inclusion, engagement, and talent management initiatives). Deliver results in a fast-paced environment with a high-volume workload supporting HR functions and operations leadership. Drive and direct employee engagement efforts for senior leaders, front line managers, and employees. Continuously innovate HR solutions and process improvement. Education: Bachelor’s Degree in Business, HR, or related field required. Essential Qualifications: Minimum of 8 years of experience in a HR capacity, including having led teams Manufacturing or related HR experience Flexibility – critical for a start-up environment. Superb written and spoken communication – but genuine above all. This role is a critical leadership role, with communications affecting a large organization. Preferred Qualifications: 10+ years HR leadership experience, with a majority in a manufacturing environment, preferably in both union and non-union environments. Multi-site HR leadership preferred. Humility and high self-confidence to listen without ego, and advocacy for the important things. Positive energy. Demonstrated comfort in multi-national environments. Superb written and spoken communication. This role is a critical leadership role, with communications affecting a large organization. Demonstrated excellence in investigatory elements of employee relations including having addressed concerns related to discrimination, compliance, safety, etc. Flexibility – critical for a start-up environment. Proficiency with Microsoft Office Suite, including Access, Outlook, PowerPoint, Excel and Word and have the ability to use the computer to complete online learning requirements for -specific competencies, access online forms and policies, complete online benefits enrollment.

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