Functions as the Human Resources (HR) Business Partner for the Global Product Line business groups.
Provide strong employee relations consultation on a wide range of topics including, but not limited to, performance improvement advice, employee issue resolution options, coaching supervisors on effective use of discipline, and advising supervisors on involuntary termination processes and decisions. Manages activities related to staffing, training, management development, employee relations, affirmative action, benefits administration, and compensation.
Has responsibility for the planning and implementation of a variety of company training programs, including the rollout of corporate programs, leadership training as well as salaried orientation and soft skills instructional sessions. Manages the activities of the organizational development and change management programs that reflect company needs assessment results.
Supports Global HR needs by representing HR at the Business Communication Meetings, Operational reviews, etc. Acts as the HR Business Partner to address issues, facilitate change management and coordinate smooth and efficient operations.
Partner with multiple senior business leaders to understand business priorities and translate into effective people plans. Partner with multiple HR leaders to understand country and region requirements and translate into defendable, global guidance that drives more effective business results.
Parle HR policies and practices into practical labor strategies that support and enable the business to work effectively in a global environment.
Balance transactional demands with senior business leadership’s need for strategic vision and partnership. Perceptive and practical in relying on country HR experts for operational activities and enabling manager self-service.
Driver of change through multi-year company transformation, seeking global solutions that honor regional requirements, local culture and employee engagement while balancing business priorities for global integration.
HR oversight of operational activities such as recommending employee relations practices necessary to establish/maintain positive relationships; advising managers and supervisors in the progressive discipline process; sourcing and evaluating data on employee relations and employee satisfaction topics (Vertiv Opinion Survey, turnover, facilities, pay, benefits, working conditions,) and informs management of areas of opportunity; conducting investigations of employee complaints; counseling managers on employment issues; acting as business partner to process improvement & change initiatives.
Works with Vertiv managers and Vertiv Academy to assess and determine salaried professional development needs, skill gaps, implementation and evaluation of program effectiveness. Define and establish key performance measurements to monitor training effectiveness and best practices.
Administer in-house programs to train all levels of personnel. Types of training may include, but are not limited to, OJT (skill blocks), personal development, training required as a result of an audit, corrective action, incident investigation or safety review, etc.
Ensures timely and accurate compliance with mandatory corporate training requirements (Vertiv leadership training, Ethics, Conflict of Interest, etc.).
Responsibility for delivering, improving, and sustaining U.S. salaried new hire orientation program.
Creates and disseminates the communication and coordination of the annual salaried Performance Management Process to insure that employee performance is evaluated, that employees are aware of their performance, and their development needs required to effectively support organizational objectives.