HR Business Partner, Aftermarket NA

Job Description

Desired Locations : Owings Mills, Maryland or Dallas, Texas

The Sr. HR Business Partner, operations or commercial, works directly with senior leadership to develop and direct an HR strategy that closely supports the organizational goals.

Reporting to the HR VP, this individual will be a key leader within the US / Canada HR Business Partner Team.

Key Details

Advocates for and represents all areas of Avery Dennison’s People strategy.

Actively participates as a strategic leader and member of the US / Canada HR Business Partner Team with input, oversight, and accountability for the HRBP and Employee Relations functions.

Works with the Regional HRBPs to guide the overall vision and approach of the OneHR Team, delivering clear actionable plans aligned with organizational needs and the regional context, and gains support / ownership for that agenda with key stakeholders in the region.

Partners with the US / Canada HR Business Partner Team to ensure alignment, continuity of HR delivery, and consistency across all regions.

Strategically develops and manages cross-departmental and cross-functional relationships and activities to ensure that the HR function is well integrated into wider company objectives.

Developing capabilities of NA HR teams and providing them with guidance and support to ensure that they are effectively carrying out their responsibilities.

Providing guidance and support to managers and team members on a wide range of HR-related such as performance management, employee development, employee surveys, and leadership development.

In collaboration with the Regional HRBPs and other HR team functions like GWO, Talent Acquisition, Talent Management, L&OD, People Operations, and Benefits / Total Rewards identify areas of opportunity to develop and implement programs that foster employee engagement and success for NA / the region.

Leverages and supports ongoing communication campaigns to strengthen the OneHR / GWO brand through appropriate digital, social media, and in-person avenues within the company.

Apply lessons learned and best practices to achieve this objective at the NA and regional level.

Partners with the Employee Relations Team to ensure strategic decision-making and compliance in all performance and corrective action-related issues.

Leverages Talent Acquisition, Talent Management, L&OD, and Benefits / Total Rewards to develop and implement programs that foster employee engagement and success.

Leads and assists in the development and planning of organizational change / transformation, leading identification / framing of problems, creation of trusting relationships, and action plan fulfillment.

Works with the HR leadership team to develop and implement organization-wide HR policies and programs and ensures that they are consistently applied across NA / the region.

Analyzing HR data and metrics to identify trends and areas for improvement and providing recommendations to senior leadership on how to address any issues or concerns.

Actively promotes the organization's DE&I initiatives and works with the HR team to develop programs and initiatives that support a diverse and inclusive workplace.

Leads and supports the delivery of robust site change and / or communications programs (including restructures and realignments), monitoring progress, reporting back on outcomes, and providing advice and support to the Regional HR Business Partners and broader teams.

Critical Objectives & Outcomes

Providing advice to senior management when resolving issues and conflicts and developing solutions in a manner that is objective, rational, and consistent, while also being sensitive to different procedures and cultures within the organization.

Initiating and identifying strategic and operational outcomes, while concurrently managing differing needs and projects across the organization to ensure project deliverables, operational responses, and efficiency savings are implemented.

Establishing relationships with employees, plant managers and other stakeholders, while building effective, collaborative, and high-performing HR teams.

Skills & Capabilities

Must possess strong leadership skills, excellent communication and interpersonal abilities, and a deep understanding of HR best practices and regulations.

Must also be able to work effectively in a fast-paced and dynamic environment and be able to adapt to changing business needs and priorities.

Qualifications

Bachelor's degree in Human Resources, Business, or related field required; Masters Labor and Human Resources a plus

At least six years of related experience required, including at least three years of people management experience.

The role may require travel to various manufacturing sites across the US

Additional Information

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or other protected status.

EEOE / M / F / Vet / Disabled. All your information will be kept confidential according to EEO guidelines.