Ametek, INC

Work closely with managers to provide expertise and hands on support in multiple areas including talent, diversity & inclusion, recruitment, workforce planning, on boarding, employee retention, employee relations, management coaching, performance management and change management.. Foster and promote a strong culture that aligns with company values, emphasizing continuous improvement and employee engagement.. Ensure an effective benefits administration function by developing, delivering, and coordinating open enrollment communications and orientations.. Working with a third-party administrator, manage workers’ compensation and report as needed on case status.. Experience addressing all HR Management activities including recruiting, termination, benefits administration, employee relations, training and coaching

director human resources

Ametek, Inc. Do not pass up this chance, apply quickly if your experience and skills match what is in the following description. Job description: The Director, Human Resources is an integral part of the Rauland Leadership Team, responsible for shaping an executing the human resources and people management strategies. This position reports to the Division Vice President, HR and is based out of the Mount Prospect, IL facility. Key Responsibilities: Serve as trusted advisor to Leadership Team, providing strategic guidance to support organizational growth. Work closely with managers to provide expertise and hands on support in multiple areas including talent, diversity & inclusion, recruitment, workforce planning, on boarding, employee retention, employee relations, management coaching, performance management and change management. Foster and promote a strong culture that aligns with company values, emphasizing continuous improvement and employee engagement. Manage, train, and develop a team of HR professionals. Facilitate positive relationships with labor unions to maintain positive labor relations and minimize disruptions to operations. Maintain integrity of HR database by generating data changes for new hires, terminations, and general employee changes within ADP. Recommend improvements to policies, programs, and procedures related to the effectiveness of the HR function. Work closely with managers and employees to improve work relationships, build morale, increase productivity and retention. Track and analyze Business Unit metrics on talent, employee actions, overtime, global headcount, terminations, and voluntary attrition to recommend actions as needed. Work with management and supervisors to identify staffing needs, job specifications, duties, qualifications, and skills. Responsible for activities related to staffing including identification of candidates, interviewing, hiring decisions, coordination of pre-employment screening, and onboarding of new employees. Ensure an effective benefits administration function by developing, delivering, and coordinating open enrollment communications and orientations. Work with supervisors in investigating work-related injuries. Working with a third-party administrator, manage workers’ compensation and report as needed on case status. Ensure compliance training is conducted on a timely basis. In consultation with Corporate, assist employees regarding health benefit, pension and 401(k) issues. Participate in annual salary planning process. Collect and analyze compensation data for benchmarking and salary planning. Provide general support as the primary point of contact for all Human Resource related inquiries. Requirements: Bachelor’s degree in Business, Human Resources, Labor Relations, or related field 7+ years, preferably in a regulated, manufacturing environment with union exposure Experience managing multi-site locations with both union and non-union employees Experience addressing all HR Management activities including recruiting, termination, benefits administration, employee relations, training and coaching Goal driven, self-starter with strong interpersonal skills and ability to effectively communicate with employees at all levels of the organization. Possess strong knowledge of Federal, State, and Local employment laws Knowledge and experience with Unions and Labor Relations Able to travel to supported sites (approx. 25%)

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