HR Manager at Cummins Inc.

Job Description

• Partners with business and human resources functional leadership in the planning and implementation of human resources initiatives and policies for the organization.
• Leads a broad range of human resources processes and is responsible for overall operational effectiveness and compliance with company policies and applicable legislation.
• Partners with managers and employees to resolve issues and concerns.
• Establishes strategies with business leaders to select and retain the diverse talent required to maintain a competitive advantage and to align with recruiting strategies.
• Collaborates with business leadership to translate current and future business goals and develops initiatives and tactics to meet business objectives in alignment with overall human resources strategies and processes.
• Resolves conflicts and provides coaching and counseling on human resources matters for functional or organizational leadership.
• Conducts and documents investigations for business organizations or functional areas.
• Provides employee development expertise, support systems and processes focused on continuous learning and knowledge sharing.
• Implements and supports work systems and an environment that allows employees to achieve high performance.
• Ensures compliance with key government legislative requirements and adherence to human resources policies and procedures.
• Ensures accuracy and completeness of workforce information in human resources information systems.
• Measures and analyzes key performance indicators to deliver functional and business performance improvements related to human resource investments.
• Communicates and consults on all areas of human resources including compensation, benefits, staffing, organizational development, employee relations, and performance management in alignment with common human resources strategies and processes.
• Coaches and mentors direct reports; assigns work according to availability, skills, and developmental needs; assesses performance and provides feedback to direct reports.

Qualifications
Skills:

• Importance of Leadership Competencies increases with broadened scope and responsibilities.

Labor and Employee Relations:

• Applies knowledge of key factors necessary to build and maintain positive employee relations and implements practices that materialize these factors.
• Experienced consulting on strategies and processes to ensure positive employee relations.

Benefits Design and Administration:

• Has a good understanding of benefits programs including the design, cost structure, and experience answering employee questions.

Compensation Administration:

• Possesses a good understanding of pay structures and systems and how to apply that knowledge when making pay decisions.
• Determines job levels and slots jobs within those levels.
• Understands the impact of pay decisions on internal equity and external competitiveness.

Conducting An Investigation:

• Possesses in depth knowledge of business ethics policies and practices, and utilizes that knowledge to determine the appropriate course of action.
• Recommends appropriate resolutions and follow up actions as a result of investigations, taking into consideration the organizational environment.
• Has experience training, coaching, developing and influencing others as it pertains to the investigation process.

Diversity Management:

• Has a thorough understanding of the spectrum of diversity as it practiced in the organization. Has experience in implementing and administering policies related to diversity.

Employment Law:

• Consults at all levels of the organization on issues and decisions that require extensive knowledge of employment laws.

Communication:

• Significant experience in written and verbal communication and should be capable of communicating effectively to all levels within and outside the company.

Human Resources Data Management:

• Understands Human Resources information requirements. Able to perform data quality reviews and take corrective actions to ensure data completeness and accuracy. Has a full understanding of information confidentiality requirements.

Labor Law:

• Possesses a good understanding of laws and practices affecting the relationship between labor and management.

Organizational Development:

• Possesses knowledge of common Organizational Development theories and tools. Utilizes approaches to increase organizational performance, such as benchmarking, scorecards, quality management, and team-based work systems.

Performance Management:

• Has a good understanding of organizational values and goals, translates them into performance standards and applies and leads others through this process.

Staffing:

• Has a solid understanding of existing selection tools and effectively demonstrates the use of these tools in the staffing process.

Education, Licenses, Certifications:

• College, university, or equivalent degree in Human Resources, Business, or related field required.

Experience:

• Significant relevant work experience required.