BHR Manager III

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Job description

Bill: $121.70

Pay: $86-81

Spread:(phone number removed)

Description:

Core Job Posting Data Position I

Position Title: HR Manager III

Number of Positions Needed: 1

Length of Contract: 12 months with possibility of extensions up to two years

FTE opportunity may present itself, but is not a guarantee, and headcount thus far has not been approved to do so.

Location/Site: 5996 Gleason Drive, Dublin, California, US; 94568

Bill Rate Requested: $121.70

NOTE: Once Interview takes place, this cannot be negotiated with the vendor.

Reason for Request:

Are internal referrals or contacts currently under consideration for this role: No

If yes, are they with a supplier and what is their name: NA

Is this position open as a FTE or Professional Services: No

Do you have any suppliers that you are currently engaged and recruiting on this role: No

If yes, How long has the role been posted with these other buying channels? What are the challenges you are seeing: NA

Description Details

Are you open to look at candidates willing to relocate at their own expense: Yes, will say looking for someone with experience of HR management in CA specifically.

What are the top 3-5 skills, experience or education required for this position:

1 5 solid years' plus years' of relevant HR experience; preferably within CA Labor Legislation; more of an HR Generalist role at this time. Combination of admin/operational HR business partnership, etc see breakout in JD. All around HR role, a bit of everything, ER; knowing Payroll requirements of CA;

2 Exp with high population of non-exempt employees; strong preference for manufacturing/operations/supply chain type environments.

3 Demonstrated ability with building relationships/coach/support and hand's on with client group and leadership teams to guide and direct them. Very active within the business and operation.

4 Some experience with manage/roll-out corporate programs within this environment and initiate from the ground up.

5

What is a nice to have (but not required) regarding skills, experience, education, or certification: Nice to have - manufacturing

Nice to have: exp with manufacturing operations, production and supply chain of non-exempt employees.

Experience supporting high population of non-exempt employees is a must.

Experience with a COE, service center model, being the site individual to see the programs through, working closely with other key partners. This type of experience would be helpful, though not a hard requirement, for success in this role.

In what type of environment, would this individual be working? (i.e.: Team; Individual; type of office, etc) Office environment within a manufacturing facility. For context, it is not a true clean manufacturing, sealed off site, but more so a clean manufacturing on the production floor. Clean assembly versus being subject to any type of adverse environment. It is manufacturing but a clean/safe production floor. Safe, OSHA savvy

Daily Work Schedule Expectations: Pretty standard business hours. Operate M-F 4 AM - 8 PM currently and may be shortened in the near future. Some flex in terms of working a mid-shift, or work earlier, core business hours generally speaking 9 - 5 all onsite. Given nature of business, entire leadership team, expectations is that they are onsite every day of the week. There is some flex with that, but not officially and not on a regular schedule. Flex dependent upon in the moment, circumstances.

Is overtime offered or required? If yes, how many overtime hours do you anticipate being requested/required of this role? Should not be a need for OT.

Does this position offer the ability to work remotely on a regular basis or is it required to be onsite? See above comments

If remote opportunity exists, what are the options (i.e. 1 day remote, 4 days on-site)? See above comments

Onshore or Offshore Position: Onshore

Is Travel expected? If so, will it be primarily domestic or international? No, have a warehouse in Livermore and two sites in Dublin - so some local back and forth, but not travel per se involving flights, etc.

Initial Interviews: Stephanie Hardy Ultimately role will serve to back fill Stephanie at some point in time. 45 with Stephanie initially. Teams Meeting

Second Round Interviews: Safety Leader and Engineering Director to be involved in the interview process. 30 minutes. Teams Meeting

Spotlight Call Note:

This role is not a typical generalist role; we are not managing payroll, leaves of absences. Center of Excellence (COE), may need to partner with them in some circumstances, so in these instances, knowing CA legislation is helpful.

Reinforcing that it is a combination of working toward strategy and hands on with tactical type administrative type of business that come on.

Questions:

What is the need of this position? It's a new role. Traditionally, Stephanie has done this role, this particular site has been through a couple of acquisitions, Allergan site. Stephanie has been the only support person for this site and really want to add support to this group. Ensure there is someone who can pick up should she be unavailable or OOO, or moves into another role.

Would they also be coordinating with Recruitment, Human Capital, etc? Similarly, TA will have partnerships here, but would not be going out for actual sourcing, but would be involved in supporting TA for sourcing needs at the site. Partnership and collaboration rather than 100% partnership.

No interaction with Union as this is a non-union group.

Need someone with experience and confidence, hit the ground running - can be open to transferable skills - someone with five years' experience who shows potential and career growth to a manager type business partner/manager position.

The skill versus will - very big on the will piece. Will make the additional note that this is 100% hands on role and interacting with client group - very much partnering and working closely with the client group. Can be a bit different depending on backgrounds candidates may have had. Being able to collaborate with the business.

Bussiness Unit:

Corporate-Human Resources (HQHR)

Cost Allocation:

6003 CC NOP2 Operations phone number removed

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