HUMAN RESOURCE MANAGER - Howmet Aerospace

About Howmet Aerospace

Howmet Aerospace Inc. (NYSE: HWM), headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. Our primary businesses focus on jet engine components, aerospace fastening systems, titanium structural parts and forged wheels. With $6.6 billion in revenue in 2023, our products play a crucial role in enabling fuel efficiency and lightweighting, contributing to our customers' success and making a positive impact on the world. To learn more about the way Howmet Aerospace Inc. is advancing the sustainability of our customers, markets, and communities where we operate, review the 2023 Environmental Social and Governance report at www.howmet.com/esg-report .

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Howmet is proud to be an Equal Employment Opportunity and Affirmative Action employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

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

If you need assistance to complete your application due to a disability, please email TalentAcquisitionCoE_Howmet@howmet.comEDUCATION: A minimum of B.S. degree in Business Management or related areas. SPHR or PHR is a plus.

EXPERIENCE: At least 10 years' experience in a Human Resources leadership role with a generalist orientation, preferably in a manufacturing environment.

• Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.
• This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.

EDUCATION: A minimum of B.S. degree in Business Management or related areas. SPHR or PHR is a plus.

EXPERIENCE: At least 10 years' experience in a Human Resources leadership role with a generalist orientation, preferably in a manufacturing environment.

• Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.
• This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.

• Partner and guide the leadership team in translating business strategy in HR action that drives business results.
• Provide leadership and direction to the Human Resources Department and be a positive force in a change-oriented environment.
• Assist in the organizing and developing of all employees to effectively meet the company's goals and objectives.
• Ensure that the operation's policies and procedures are administered in a fair and consistent manner.
• In coordination with the EHS Manager, establish and direct company occupational health programs in compliance with local, state, and federal safety and health requirements.
• Assess and develop the quality and adequacy of the Human Resources Department
• Administer the operations current policies and procedures and continually establish policies and procedures to meet the changing needs of the operation insuring their application in a consistent and fair manner.
• Force strong, trusting collaborative relationships through sound coaching, mentoring, and conflict resolution.
• Coordinate training efforts aimed at improving organizational effectiveness.
• Coordinate the team building efforts involving all employees in meaningful ways.
• Develop and maintain job classifications, job descriptions, and pay plans.
• Direct the preparation and maintenance of required personnel records.
• Assures that employment practices are in compliance with local, state and federal laws.
• Responsible for the operations weekly and monthly payrolls.
• Maintain the workers compensation, restricted duty programs.
• Ensure the timely filing of government reports and proper required governmental postings.
• Co-facilitate communications meetings.
• Confidant and advisor to the plant management team.
• Coordinate the recruitment, selection, placement, and termination of exempt and hourly employees.
• Coordinate the administration of employee benefit plans and programs.
• Administer the site Howmet Foundation grants.
• Serve as Howmet community ambassador for non-profits.
• Coordinate recreational and social activities and administer other employee services.
• Represent Howmet on various boards, task forces, committees, and projects in the community.
• Serve as location lead investigator for the Howmet Integrity Line Reports
• Responsible for the Employee Recognition Programs
• Establish safe working conditions and practices in the H.R. area.
• Maintain high attendance record.
• Business travel may be required.

Job Roles

• Continuous learning--always aware of the pulse of the organization; stays abreast of business strategy, marketplace evolution, laws and regulations that affect the business, systems and structures, demonstrates competence and expertise in each.
• Consultative Advisor--provides perspective to other business leaders; leverages qualitative and quantitative sources to aid decision making; asks the right questions to expand the thinking of other leaders; proactive with ideas; serves as a sounding board, coach and thought partner; understands when to enable a quick decision and when to call for greater rigor.
• Talent facilitator--understands the personnel needs of the business for sourcing purposes; considers the long-term future with succession in mind; prepares people for success and performance; brings team composition and performance expertise.
• Managing interests--devotes attention to a variety of concerns across the enterprise; manages priorities and personalities; brings people together toward common goals; switches from subject to subject easily and often.
• Interpersonal savvy--prioritizes relationships; maintains connection even through disagreement or enforcement of policy; customizes approach to different individual personalities and group cultures; maintains availability and openness; creates a landing place for concerns without enabling.
• Accountability and expectation--helps individuals, teams and the enterprise set business and cultural goals; holds those entities accountable and ensures expectations are clear; willing to identify issues and have difficult conversations (up to and including exit conversations) to resolve them.
• Self-assured intuition--willing to make difficult decisions; demonstrates integrity; provides objectivity and doesn't take things personally; comfortable to provide counsel and make decisions in gray areas; emotionally intelligent.
• High capacity/energy--manages high volume of interactions, issues and tactical concerns seamlessly; deepens and expands relationships despite tactical responsibilities; makes work fun.
• Execution--consistently delivers the non-negotiables with excellence; keeps commitments and does not make excuses; maintains a mindset of progress and finishing tasks even while understanding the need to monitor and relate.
• Influence--creates partnership and shapes decision-making throughout the enterprise by leveraging personality, expertise, curiosity and insight; works daily to ensure HR function is strategic, not transactional; gets out of the silo of HR to ensure broad exposure and ability to contribute.
• Communication--provides consistent messaging; shapes culture through communication channels; stays aligned to business and hoshin; increases organizational clarity and coordination.

• Partner and guide the leadership team in translating business strategy in HR action that drives business results.
• Provide leadership and direction to the Human Resources Department and be a positive force in a change-oriented environment.
• Assist in the organizing and developing of all employees to effectively meet the company's goals and objectives.
• Ensure that the operation's policies and procedures are administered in a fair and consistent manner.
• In coordination with the EHS Manager, establish and direct company occupational health programs in compliance with local, state, and federal safety and health requirements.
• Assess and develop the quality and adequacy of the Human Resources Department
• Administer the operations current policies and procedures and continually establish policies and procedures to meet the changing needs of the operation insuring their application in a consistent and fair manner.
• Force strong, trusting collaborative relationships through sound coaching, mentoring, and conflict resolution.
• Coordinate training efforts aimed at improving organizational effectiveness.
• Coordinate the team building efforts involving all employees in meaningful ways.
• Develop and maintain job classifications, job descriptions, and pay plans.
• Direct the preparation and maintenance of required personnel records.
• Assures that employment practices are in compliance with local, state and federal laws.
• Responsible for the operations weekly and monthly payrolls.
• Maintain the workers compensation, restricted duty programs.
• Ensure the timely filing of government reports and proper required governmental postings.
• Co-facilitate communications meetings.
• Confidant and advisor to the plant management team.
• Coordinate the recruitment, selection, placement, and termination of exempt and hourly employees.
• Coordinate the administration of employee benefit plans and programs.
• Administer the site Howmet Foundation grants.
• Serve as Howmet community ambassador for non-profits.
• Coordinate recreational and social activities and administer other employee services.
• Represent Howmet on various boards, task forces, committees, and projects in the community.
• Serve as location lead investigator for the Howmet Integrity Line Reports
• Responsible for the Employee Recognition Programs
• Establish safe working conditions and practices in the H.R. area.
• Maintain high attendance record.
• Business travel may be required.

Job Roles

• Continuous learning--always aware of the pulse of the organization; stays abreast of business strategy, marketplace evolution, laws and regulations that affect the business, systems and structures, demonstrates competence and expertise in each.
• Consultative Advisor--provides perspective to other business leaders; leverages qualitative and quantitative sources to aid decision making; asks the right questions to expand the thinking of other leaders; proactive with ideas; serves as a sounding board, coach and thought partner; understands when to enable a quick decision and when to call for greater rigor.
• Talent facilitator--understands the personnel needs of the business for sourcing purposes; considers the long-term future with succession in mind; prepares people for success and performance; brings team composition and performance expertise.
• Managing interests--devotes attention to a variety of concerns across the enterprise; manages priorities and personalities; brings people together toward common goals; switches from subject to subject easily and often.
• Interpersonal savvy--prioritizes relationships; maintains connection even through disagreement or enforcement of policy; customizes approach to different individual personalities and group cultures; maintains availability and openness; creates a landing place for concerns without enabling.
• Accountability and expectation--helps individuals, teams and the enterprise set business and cultural goals; holds those entities accountable and ensures expectations are clear; willing to identify issues and have difficult conversations (up to and including exit conversations) to resolve them.
• Self-assured intuition--willing to make difficult decisions; demonstrates integrity; provides objectivity and doesn't take things personally; comfortable to provide counsel and make decisions in gray areas; emotionally intelligent.
• High capacity/energy--manages high volume of interactions, issues and tactical concerns seamlessly; deepens and expands relationships despite tactical responsibilities; makes work fun.
• Execution--consistently delivers the non-negotiables with excellence; keeps commitments and does not make excuses; maintains a mindset of progress and finishing tasks even while understanding the need to monitor and relate.
• Influence--creates partnership and shapes decision-making throughout the enterprise by leveraging personality, expertise, curiosity and insight; works daily to ensure HR function is strategic, not transactional; gets out of the silo of HR to ensure broad exposure and ability to contribute.
• Communication--provides consistent messaging; shapes culture through communication channels; stays aligned to business and hoshin; increases organizational clarity and coordination.