HR Manager

Responsible for the adequate management of the Human Resources areas in the plant, implementation of the People Strategy at the local level, relationship with government entities and local Universities, work environment and strategic business partner of the leadership team on site.

Main focus topics

Talent Acquisition:

Ensure early identification of talent based on current and future business requirements. Establish relationships with universities and schools that allow an adequate flow of talent. Follow up on R&S indicators in hiring quality, hiring times and rotation (First Pass Yield, Time to Source, Time to Fill,% Turn over).

Labor Relations:

Establish relationships with internal and external delegates for adequate communication and understanding between the union/employees committee and the company. Ensure that working conditions are optimal in terms of services, attention to workers and continuous and open communication. Establish the Internal Work Regulations, agreeing on the appropriate disciplinary processes for proper discipline in the plant.

Training and Development:

Establish and monitor the training systems and processes that are necessary for the optimal performance of the plant, according to the quality, time and cost indicators of each department. Guarantee that all personnel have the mandatory, necessary and adequate training to carry out their functions. Guarantee that the global processes for performance evaluation, potential evaluation, career plans, succession planning are implemented in a timely manner.

Staff Administration:

Ensure appropriate quality and cost of processes contracted with Human Resources Services (Call center). Monitor that processes related to payroll such as registrations, cancellations, changes, time management, incidents and special payroll are managed correctly and in the appropriate time. Manage dining, transportation and in such a way that the service is optimal in quality and cost.

Compensations and Benefits:

Establish the system that allows the attraction and retention of talent in terms of external competitiveness and internal equity of salaries and benefits. Continually monitor associate compensation in correlation with performance appraisal, talent appraisal, and global talent processes.

Strategic Partner:

Support the leadership of the plant to establish the necessary transformations of the culture to achieve the expected results. Lead the change through the successful implementation of the processes that allow the changes to be a successful reality according to the division or site strategy. Be an example to follow by other leaders in terms of leadership, diversity and inclusion, compliance and ethical behavior.