REGIONAL BUSINESS SUPPORT MANAGER (LATAM)

Job Category.
Human Resources Job Family.
Business Support Job Description.
Our Global HR team drives total compensation, labor relations, recruitment, partner development and diversity & inclusion strategies that foster passionate partners and business growth.
The team executes HR programs, platforms and policies in order to provide business leadership, regulatory compliance and partner enrichment globally.
Our HR Centers of Excellence are fueled by our dedication to having passionate partners who demonstrate a commitment to success and understand how global objectives align with our company's growth and impact.
This position will provide support in achieving the Schreiber and division objectives through leadership and change management by bringing a “Total HR” dimension to the division and providing a consistent interface with the HR technical functions.
This position is on-site at our Silao manufacturing plant in Mexico.
What you'll do.
Develop and maintain a thorough business understanding of divisional strategies, plans, business issues and people issues.
Establish and execute agreed upon HR priorities with divisional leaders.
Serve as strategic partner to business supporting the organization's short and long-term global strategic business plans.
Improve, standardize and simplify HR process within a division in a fashion that maintains “best of the best” consistency across divisions.
Establish and maintain company-wide policies.
Provide dedicated guidance/tutelage and coaching/mentoring to HR team and all other managers and employees with specific focus on employee advocacy/engagement, HR fundamentals, employee relations management, performance management, career development and assessment.
Audit divisional performance against standardized processes and policies to provide feedback to leaders enabling them to drive improvement.
Establish and Audit Standard Operating Procedures and any other internal procedures to define and monitor processes, to ensure customer requirements are met.
Ensure appropriate interaction between divisional leaders and technical HR functions.
Support and promote direct technical HR functional involvement with divisions as necessary to build understanding of divisional strategies and issues.
Partner with technical HR functions in process and service design and execution in areas such as.
Leadership development, team development, performance management, policy development and administration, skills training, hiring, compensation, relocation, benefits, HCM systems (Workday & UKG), etc.
Assume leader role in developing strategic plans involving trade union relations.
Maintain open and honest dialogue.
Create and execute contract negotiation strategies Lead regional and or functional talent review and succession planning in partnership with COE L&D.
Be resource for identifying and implementing or championing improvement initiatives.
Running performance assessment processes.
Design and maintain performance assessment process and provide guidance on individual performance issues management.
Ensure all Schreiber partners understand and comply with employment regulations.
Filter, prioritize and defer workflows coming from different stakeholders to ensure local HR have a healthy, consistent and aligned workload.
Assign specific ad hoc projects as needed.
Interprets and communicates customer requirements to plant production and/or support groups.
Establishes and Audits PCPs, CCPs and Standard Operating Procedures to define and monitor processes, to ensure customer requirements are met.
Coach and lead HR leaders in HR generalist responsibilities including.
recruitment, hiring, onboarding, workforce planning, partner scheduling, implementing & administering HR policies & procedures, on-the-job training, classroom training, DEI programs, HCM systems (Workday and UKG preferred), HR data analysis, benefits and compensation administration, performance assessments, performance improvement plans, development plans, talent review, succession planning, progressive discipline administration, terminations & offboarding, acquisitions and expansions, employee relations, labor relations, employment laws, medical leave, accommodation requests, safety, Workers Compensation, etc.
What you need to succeed.
Bachelors Degree in HR, Business or related field.
10+ years of Human Resources Operations leadership experience in a manufacturing environment required.
7+ years of experience in each of the following skills.
hiring, onboarding, workforce planning, implementing HR policies & procedures, on-the-job training, classroom training, DEI programs, HCM systems (Workday and UKG preferred), HR data analysis, benefits and compensation administration, performance assessments, performance improvement plans, development plans, talent review, succession planning, progressive discipline administration, terminations & offboarding, employee relations, labor relations, employment law, acquisitions and/or expansions.
Multi-lingual in English, Spanish and Portuguese (Brazilian) required.
Ability to understand the broader business strategies and issues relative to the assigned division and quickly assess the HR impact and appropriate actions and resources needed to support the division.
Strong leadership skills and the ability to provide honest, direct feedback.
Excellent communication skills.
Intercultural and global mindset.
Previously worked within a wide scope of countries.
Labor relations and negotiation knowledge.
Lean and agile methodologies applied to HR.
High project management skills.
Strong problem solving and analytical skills.
Ability to work in teams and gain commitment and support for a plan is critical.
Must have the ability to build relationships at all levels within the organization.
Proven track record of continuing HR education & staying abreast of changing employment laws and best practices.
Ability to rapidly build trust and credibility with partners at all levels in the organization as an HR leadership expert.
Ability to lead by example and walk the talk.
Ability to thrive in a fast-paced environment.
Ability to manage stress effectively.
Ability to multi-task urgent priorities as well as strategic goals.
Ability to understand the broader business strategies and issues relative to Operations or Distribution and quickly assess the HR impact and appropriate actions and resources needed to support the division.
Strong leadership skills and the ability to provide honest, timely coaching.
Expert level collaboration skills.
Excellent communication skills.
Strong problem solving and analytical skills.
Ability to work in teams and gain commitment and support for a plan is critical.
Must have the ability to build relationships at all levels within the organization.
Travel %.