HR - Manager II

Job Description

The People Relations Partner supports employees through all aspects of the entire employee life cycle. This role aligns HR activities with business goals to ensure compliance with policies and processes. It also provides practical coaching, employee development, change management, and driving organizational effectiveness to build high-performing teams and promote a healthy and inclusive culture.

Responsibilities

Key Responsibilities:

• Strategic business partner
• Provide strategic thinking and practical coaching for leaders in developing high-performing teams.
• Coordinate HR activities within the team/organization – HR Lifecycle, performance improvement, deployment, recruitment, etc.
• Represent the alignment of team/organization decisions with the core values and employee value proposition of Duracell.
• Lead local leadership in organizational structure initiatives and consult with Strategic Business Partners and Talent Development Partners as required.
  
  

• Employee Relations
• Proactively ensure a safe and productive work environment for all employees.
• Manage all aspects of escalated employee concerns and Alert lines.
• Coach and guide managers on addressing employee concerns.
• Coach and guide managers on underperforming employees regarding disciplinary actions, performance improvement plans, and termination in compliance with company policies and local laws/regulations. Ensure employee documentation and policies meet external and internal requirements.
• Manage local Labor Relations where applicable
  
  

• Performance Management
• Provide employees with coaching to ensure consistent, effective job performance.
• Lead the local activities and communications in partnership with Talent Development Partners and Global Solution Leaders for:
• Goal Setting – provide local HR support to managers and employees to establish yearly goals.
• Salary Planning – provide local HR support to managers to support compensation budgets to include Mercer data for planning.
• Mid-year Reviews – ensure managers are prepared for mid-year review discussions.
• End of Year Performance- ensure managers are prepared for year-end performance evaluations and discussions.

• Employee Development
• Partner with Talent Development to evaluate and assess the developmental needs of all employees.
• In partnership with Talent Development Partners and Global Solution Leaders- lead the local activities and communications for:
• Succession Planning – facilitate local leadership's succession planning process and partner with Talent Development on company-wide planning.
• Career Discussions- prepare managers for career discussions and employee development plans.
• Talent Reviews – facilitate reviews for local leaders and partner with Talent Development for segment/sector review sessions to provide local talent information.
• Connect with Talent Development Partner to identify adequate resources and training (internally or externally) to support individual development.
• Use established training methodologies and tools for learning – SLII, Performance Management, Compliance, 360 assessments, Simpli5, and Enneagram to establish a baseline of self-awareness for employees and support high-performing teams.

• Talent Acquisitions
• Manage the full recruitment process and partner with Strategic Business Partner and Global Solutions- Recruitment as needed.
• Manage the relocation process for employees in alignment with the Mobility experts.
• Manage work visas for employees as required and approved.
• Manage employee contracts in partnership with PRP Leader, legal, etc. where applicable.
  
  

• Organizational Health
• In partnership with the leadership team, create a culture that aligns with the company values, and strategy as well as an environment for employees to thrive.
• Guide leadership in areas of diversity and inclusion, belonging and wellbeing, employee engagement, respectful workplace, etc.
• Lead the deployment of the Glint Survey and annual action plans to improve employee engagement.
  
  

• Community Relations
• Manage and participate as needed in local activities supporting company focus and local community.
  
  

• Contractor/Temporary Employees Management 
• Lead the process for managing contractors.
• Manage invoices and billing as required by local leadership.
  
  

• Compensation Management
• Salary management- ensure new hires and employees' compensation is equitable for roles and responsibilities and local laws/regulations/guidelines.
• Coach and guide managers and employees on compensation matters
• Provide Mercer compensation data management as requested.
  
  

Administration of employee benefits

• Employee Benefits- selection of programs including benchmarking
• HR Connect support to employees and guide them to additional resources as needed.
• Employee Assistance Program Referrals
• Compliance- ensure all employee benefits are administered in compliance with company policies and local laws/regulations/guidelines.
• Technology – Support all site employee on how to effectivly use HR Connect
  
  

About Us

Duracell is the world’s leading manufacturer and marketer of high-performance alkaline batteries, complemented by a portfolio of high quality, market leading specialty, rechargeable and professional batteries. Duracell’s products power numerous critical professional devices across the globe such as heart rate monitors, defibrillators, telemetry devices, smoke detectors, fire alarms, automated valves and security systems. As the leader in the professional power category, Duracell has a rich history of innovation, continuously introducing batteries that are smaller, thinner, with more energy and longer lasting than competitive brands. Since March 2016, Duracell has found its permanent home within Berkshire Hathaway (ranked #4 World's Most Admired Companies by Fortune Magazine and #3 in the Fortune 500), and will continue to focus on sustainable growth, industry-leading innovation while creating long-term value for our customers and consumers. At Duracell, integrity, end-to-end accountability across all levels, fast decision-making and a “can do” attitude is highly valued. In January 2018, a new B2B Sector was created which among other duties, will assume responsibilities of the Professional Aftermarket businesses globally under the PROCELL brand.