Site HR Manager / Sr. HR Business Partner

At Greene, Tweed, you'll find the cutting-edge technology, world-class polymer expertise and endless advancement opportunities you'd expect from a multi-national industry leader. You'll find them all in an environment that embraces diversity in people and opinions, moves decision making to the point of impact, and celebrates your success.

If you enjoy continuous learning and are excited about working with and creating technological solutions, explore career opportunities with Greene, Tweed.

Essential Duties and Responsibilities

• Serves as a strategic business partner and trusted advisor to site and senior leaders, providing counsel on organizational effectiveness, workforce planning, talent strategies, employee relations, leadership development, and change management initiatives.
• Partners with site leadership to develop and execute people strategies that support operational objectives, workforce productivity, employee engagement, and organizational growth.
• Oversees labor and employee relations activities at the site, including contract interpretation, grievance management, investigations, conflict resolution, disciplinary actions, and ensuring compliance with applicable labor laws, collective bargaining agreements, and company policies.  Collaborates with relevant stakeholders on labor strategy and execution (Site & Functional leaders, HR/ER leaders & Legal Counsel).
• Coaches leaders and managers on performance management, compensation programs, talent acquisition, employee development, and management decision-making.
• Provides clear and timely guidance to business leaders regarding HR issues and the impact of people-related decisions on business performance. Actively participates in business planning and operational decision-making.
• Leads the implementation of HR initiatives, programs, and policies across the organization, ensuring consistency and alignment with business and corporate objectives.
• Analyzes workforce metrics, HR KPIs, and talent trends to identify opportunities, develop solutions, and drive continuous improvement in organizational effectiveness.
• Leads the identification and forecasting of workforce needs. Partners with Talent Acquisition and business leaders to support recruiting strategies, candidate selection, and workforce planning activities.
• Develops and executes workforce plans and talent acquisition strategies that address current and future business requirements.
• Leads the annual Talent Review, succession planning, performance management, and talent development processes for assigned client groups.
• Provides expert coaching, mentoring, and guidance to HR Generalists, managers, and employees regarding complex and sensitive employee matters, investigations, accommodations, performance concerns, corrective actions, and separations.
• Directly manages, develops, and coaches one or more HR Generalists or similar HR roles, establishing priorities, supporting professional development, and ensuring effective delivery of HR services.
• Maintains knowledge of labor legislation, employment law, HR best practices, and industry trends that may impact the organization.
• Ensures HR policies, processes, and programs are effectively communicated and consistently administered across assigned client groups.

Required Minimum Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.  HR and/or Labor Relations certifications preferred.

Skills and Experience

• 10+ years of progressive Human Resources experience in an HR Business Partner, Employee Relations, Labor Relations, or related role.
• Demonstrated experience partnering with senior leaders to develop and execute business-aligned people strategies.
• Experience leading labor relations activities, including union environments, contract administration, grievance management, and employee relations matters.
• Experience managing and developing HR Generalists or other HR team members preferred.
• Strong business acumen with the ability to anticipate organizational and workforce impacts.
• Proven success influencing leaders and driving adoption of people management practices and organizational change initiatives.
• Excellent verbal, written, interpersonal, and presentation skills.
• Strong analytical, problem-solving, and decision-making capabilities.
• Ability to maintain objectivity, build credibility, and successfully navigate complex and sensitive workplace issues.
• Demonstrated ability to balance strategic thinking with operational execution.

Job Environment:

Physical Requirements:      

            Standing                                  Rarely (0-15%)

            Sitting                                      Frequently (46-100%)

            Lifting                                      Up to 10lbs without assistance

            Carrying                                  Up to 10lbs without assistance

            Walking                                   Occasionally (16-45%)

            Hearing                                   Ability to detect noises with or without corrective device(s)

            Vision                                      Clarity of vision, with or without corrective lenses

Mental Requirements:                     

            Problem Solving                      Frequently (46-100%)

            Making Decisions                    Ability to make decisions that have a moderate impact

            Supervise                                Rarely (0-15%)

            Interpret Data                          Frequently (46-100%)

            Organize                                 Frequently (46-100%)

            Read/Write                              Frequently (46-100%)

            Communication                       Frequently (46-100%)

Work Environment

            High Temperatures                 Rarely (0-15%)

            Low Temperatures                  Rarely (0-15%)

            Noises                                     Moderate (business office with computers, printers and light office noises)

            Fumes Exposure                     Rarely (0-15%)

Note:  This Job Description in no way states or implies that these are the only duties to be performed by the employee occupying this position.  Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by the Supervisor.  All requirements are subject to change and updates.

We also provide eligible employees with a competitive benefits package that includes health insurance, flexible spending accounts, health savings account, 401k savings plan, life and disability insurance, tuition assistance and more, to meet the diverse needs of all employees and their family members.

Equal Opportunity Employer:

Greene, Tweed is an Equal Opportunity Employer.  Employment decisions are made without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, physical or mental disability, veteran status, or any other federally protected class.

Drug Free Workplace:

Greene, Tweed is a Drug Free Workplace.  Employment is contingent upon successful completion of a pre-employment drug screening and background investigation subject to federal, state, and local laws.

NOTE: Greene, Tweed is not seeking assistance or accepting unsolicited resumes from search firms for employment opportunities, unless they have a written agreement for the position they are contacting us about. Regardless of past practice, all resumes submitted by search firms to any employee at GT without a valid written search agreement in place for that position will be deemed the sole property of Greene, Tweed, and no fee will be paid in the event the candidate is hired by Greene, Tweed as a result of the referral or through other means.