Senior Human Resources Manager at ITT Engineered Valves, LLC

About ITT:

ITT is an industrial manufacturer of critical, engineered components that serve fast-growing end markets in transportation, flow, energy, aerospace and defense. The company’s differentiation is sustained through a combination of several factors: execution, the quality of its leadership and our DNA as an engineering leader. We have a clear purpose as an organization: to provide our customers with cutting-edge solutions to help solve their most critical needs.

The company generated 2023 revenues of $3.3 billion and is comprised of three distinct segments: Motion Technologies ($1.5B revenue) is a global leader in brake pads, shock absorbers and sealing solutions for the automotive and rail markets. Industrial Process ($1.1B revenue) is a global leader in centrifugal and twin-screw pumps for the chemical, energy, mining and industrial markets. Connect & Control Technologies ($0.7B) is a niche player in harsh environment connectors and control components in critical applications for the aerospace, defense and industrial markets.

ITT is headquartered in Stamford, Connecticut with employees in more than 35 countries and sales in approximately 125 countries.

As the Sr. Human Resources Manager, you will provide expert guidance and training on employee and labor relations to managers, employees, and other HR professionals. Your role will encompass advising on performance enhancement, leading investigations, fostering a just culture, handling employee disciplinary matters, and ensuring adherence to collective bargaining agreements. Join us to make a significant impact in maintaining and enhancing our workplace environment.

• Investigates potential policy violations and advises management on opportunities for remediation/prevention of workplace issues that impact morale, productivity, and organizational performance.
• Supports activities related to negotiating, maintaining, and ensuring adherence to the collective bargaining agreements; participates in union negotiations, grievance hearings, arbitrations, and serves as a point-of-contact for union representatives.
• Recommends and implements process improvements to enhance transparency and accuracy of HR processes and information.
• Provides guidance, expert interpretation of policy, and training to management to minimize potential adverse impact of litigation, compliance issues and complaints, and to resolve disputes at the lowest administrative level.
• Develops and conducts or participates in labor management meetings, specialized presentations, and training, covering operational and/or technical HR/Labor -related information for specified areas of expertise.
• Prepares and issues disciplinary actions when necessary. Evaluates and edits documentation associated with unionized employees, including grievance responses and disciplinary actions.
• May serve on various policy-making committees; participates in the formulation of policy.

Knowledge, Skills and Abilities:

• Communication and Interpersonal Skills: Excellent communication and interpersonal abilities, crucial for effective teamwork and interactions.

• Document Writing: Skill in revising and writing documents that thoroughly and accurately reflect issues.

• Training Development: Capability to design and deliver educational programs and materials.

• Independent Judgment: Proficiency in using independent judgment and handling sensitive information confidentially.

• Diversity, Equity, and Inclusion: Understanding of DEI principles.

• Employment Law: In-depth knowledge of federal and state employment laws, regulations, and company policies.

• Compensation Management: Familiarity with compensation administration principles and practices.

• Leave Regulations: Knowledge of FMLA and other protected leave policies.

• Employment Legislation: Understanding of ADA, FLSA, and other relevant employment laws.

• Problem Solving: Ability to analyze complex information and resolve issues effectively.

• Data Management: Competence in data gathering, information compilation, and report preparation.

• Legislative Awareness: Awareness of current and emerging legislation, issues, and trends relevant to the role.

• Bachelor’s degree in business administration, human resources, labor management, or related field. In lieu of degree will accept five (5) years full-time employee and labor relations experience.

• At least seven (7) years of progressively responsible experience as a Human Resources professional with strong employee and labor relations background and demonstrated ability to influence and implement HR initiatives.

• Proven employee and labor relations experience and record of accomplishments.

• SHRM (SHRM-CP or SHRM-SCP) certification preferred.

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Compensation details: 108700-162300 Yearly Salary

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