Job Requirements
Why work for us?
Alkegen brings together two of the world's leading specialty materials companies to create one new, innovation-driven leader focused on battery technologies, filtration media, and specialty insulation and sealing materials. Through global reach and breakthrough inventions, we are delivering products that enable the world to breathe easier, live greener, and go further than ever before.
With over 60 manufacturing facilities with a global workforce of over 9,000 of the industry's most experienced talent, including insulation and filtration experts, Alkegen is uniquely positioned to help customers impact the environment in meaningful ways.
Alkegen offers a range of dynamic career opportunities with a global reach. From production operators to engineers, technicians to specialists, sales to leadership, we are always looking for top talent ready to bring their best. Come grow with us!
Job Requirements and Responsibilities:

• Serve as HR Business Partner for the President and team of the Battery Group, our fastest growing and most strategic business group
• Lead HR for 6 plants in 3 different countries and will own the HR budgets for those plants
• Business Acumen - Understand the business and its strategic direction. Be an integral part of the business leadership team and a thought leader on people/organizational topics. Render superior judgment on challenging decisions, quickly reconciling trade-offs and implications. Proactively identify people/organization risks and issues and partner to define mitigation plans. Be a driving force for continuous improvement
• Coaching and Advising - Coach assigned leader(s) on all people aspects of the business
• Talent Management - Partner with assigned leader(s) in leveraging COE capabilities to attract diverse, world class talent, develop a pipeline of leaders, and make deployment decisions that maximize the fit between business priorities and talent development including:
• Engaging the Global Talent COE to (a) build succession plans for each critical role/key position and to ensure development of top talent, (b) identify talent gaps, position and skills requirements, and job leveling Leverage the Talent Acquisition COE team to (a) develop plan to attract high quality, diverse talent to fill positions needed to achieve business priorities, and (b) identify recruiting challenges and customize solutions
• Workforce Planning - Partner with assigned leader(s) to identify long term talent and capabilities needed to deliver the business strategy
• Organization Development & Effectiveness - Partner with assigned leaders to identify opportunities to architect effective and dynamic organizational designs and development interventions, promoting efficiency and team engagement. Offer thought leadership in understanding the impact of restructurings/changes can on the organization. Oversee restructuring/change projects, ensuring financial viability and mitigating legal risk. Act as an organizational champion in building organizational capabilities, reducing complexity, and maximizing team performance.
• Change Management - Identify the need for changing mindsets and behaviors to deliver our Mission and business strategy; offer thought partnership to develop change management plan to deliver the required outcomes. Partner with assigned leader(s) to leverage change acceleration techniques, create team effectiveness plans, enable culture development plans, bring employee engagement plans to life, and drive inclusion and diversity initiatives
• HR Mergers & Acquisitions - Offer thought leadership to assigned leader(s) in understanding the human capital elements of acquisitions, developing activities that facilitate integration of culture, organization, talent, systems, and processes.
• Performance review - Facilitate and provide balanced perspectives through the talent review process for Business leadership teams, in conjunction with the Talent Management COE.
• Compensation and benefits - Advise assigned leader(s) on annual compensation planning given knowledge of culture/performance. Total Rewards COE will manage process and approvals.
• Promote an inclusive and engaging culture in HR, at the 24 plants and across the enterprise
• Lead a team of 4 direct employes, 25 indirect provides leadership, coaching, and career development to team members
• Manage the budget and other financial measures assigned by HR to her/his team

• Coordinate codification of knowledge on HR best practices and trends
• Drive usage of Workday across the business
• Complete all other duties as assigned
• Perform all responsibilities in compliance with environmental, health and safety related site rules, policies, or governmental regulations, as well as company policies, practices, quality systems and other requirements
• Travel as required by business need

Qualifications/ Experience:
•Bachelor's degree
•10 years of progressive experience in HR or master's degree and 8 years of progressive experience in HR, especially as a HR Business Parter or generalist
•Must have worked and managed employees globally, including US Unions, EU Works Councils, and/or UK Unions.
•Broad understanding of multiple HR functional specialties (e.g., compensation, benefits, organization design, talent acquisition and succession) gained through experience as a customer or user, on a task force, or in an HR career. HR accreditation (SHRM-SCP, SPHR or similar) preferred
•Must have Strategic HR Business Partner experience with a multinational organization.
•In-depth knowledge of business management concepts and practical applications gained through cross- functional business experience, business administration degree at undergraduate or MBA level, and/or intensive executive management course. MBA with HR specification or HR Masters preferred
•Computer knowledge and skills in HR Information Systems (HRIS)
•Experience with Workday is preferred.
•Proficient in Microsoft Office and virtual collaboration tools
•Business acumen: Good business sense and judgement reflected in key decisions made
•Problem solving: Well-honed analytical and problem-solving skills. Creative, risk-taking and results oriented mindset
•Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence clients, especially related to organizational planning & design. Confidence in own ideas as demonstrated by external conference speaking engagements, published articles, participation in panel discussions, industry association work, or teaching
•Consulting: Strong coaching, consulting, and facilitation skills
•Leadership: Demonstrated ability to accomplish work through others, including leading project teams. Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
•Self-Management: Self-directed work style, able to work autonomously with minimal direction and deliver results with customer service skills, action-oriented, operates with sense of urgency. Demonstrated ability to prioritize and manage multiple projects simultaneously
•Flexible: Demonstrated career flexibility and adaptation skills (e.g., successful industry or company changes with minimal learning curve; cross-cultural experience and flexibility if dictated by scope of organization)
•Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Experience in a global, matrix management structure, and working with a virtual workforce. Ability to manage a complex set of stakeholders
If you are interested in being part of an HR function here at Alkegen then we would love to hear from you.
At Alkegen, we strive every day to help people - ALL PEOPLE - breathe easier, live greener and go further than ever before. We believe that diversity and inclusion is central to this mission and to our impact. Our diverse and inclusive culture drives our growth & innovation, and we nurture it by actively embracing our differences and using our varied perspectives to solve the complex challenges facing our changing and diverse world.
Employment selection and related decisions are made without regard to sex, race, ethnicity, nation of origin, religion, color, gender identity and expression, age, disability, education, opinions, culture, languages spoken, veteran's status, or any other protected class.