Human Resources Onboarding Coach

Responsibilities

We’re a company of innovators and makers. Howmet Aerospace is transforming the aerospace and transportation industries. Join our team and help us engineer the next generation of sustainable travel.

Howmet Aerospace, headquartered in Pittsburgh, Pennsylvania, is a leading global provider of advanced engineered solutions for the aerospace and transportation industries. The Company’s primary businesses focus on jet engine components, aerospace fastening systems and titanium structural parts necessary for mission-critical performance and efficiency in aerospace and defense applications, as well as forged wheels for commercial transportation. Howmet Aerospace is transforming the next phase of more fuel-efficient, quieter aerospace engines and sustainable ground transportation. For more information, visit www.howmet.com. Follow @howmet: Twitter, Instagram, Facebook, LinkedIn and YouTube.

Our state-of-the-art investment casting facility in LaPorte, Indiana is seeking an Onboarding Coach to join our team. Nestled halfway between South Bend and Chicago, along the shores of Lake Michigan - our facility in LaPorte, Indiana supplies jet engine components to some of the most trusted names in the Aerospace industry.

Job Summary

In order to improve the retention goal for new employees 0-120 days at the LaPorte, IN location, the Onboarding Coach interacts in a defined frequency with all levels of new hires as their immediate help chain to monitor their correct assimilation, closure of any training-related topics, key policies, procedures, and keeps metrics in detail of all new hire’s feedback for effective communication with plant management.

Essential Functions

• Relationship – Interacts with a wide variety of stakeholders, builds trust through interactions, honest and direct, confidential when required, and balances toughness and compassion.
• Advocate and arbitrate – Represents both organizational and employee interests, manages the tension and conflict that can arise with differing viewpoints, moderates according to best interests and best outcomes, alerts appropriate parties when issues arise
• Organization and structure – Detail and follow through oriented, maintains records, provides accurate information, coordinates training efforts, benefits, and other initiatives at scale as applicable.
• Customized communication – Understand inherent differences between people and situations, adapts communication and interaction according to audience needs, reads people well, and presents with confidence.
• Business informed – Understands the needs of the business and the drivers of retention and other critical metrics, focuses efforts to discover and make recommendations based on the breadth of factors and data available.
• Collaborative leadership – Involves key stakeholders early and often in the process of discovery and interaction, interfaces with groups across the plant and functions as a resource for information and recommendations to ensure quality of interaction and experience for new associates.
• Influence – Understands and communicates the value of processes, information, and relationships, makes relevant and realistic recommendations to plant leaders, easing their weight of decision-making and contributing to decisive people-oriented plans and goals.
• Synthesis – Makes sense of large amounts of quantitative and qualitative data, finding and presenting key insights to senior leaders and other stakeholders, understands the difference between urgent and important, differentiates between thematic issues and individual concerns.
• Talent advocate – Coaches and mentors others, functions as part of the “people intelligence” center of the plant, drives engagement through interaction and representation.
  
  

Job Responsibilities

Job responsibilities and duties may include, but are not limited to, the following:

• Approach on regular basis all direct 0-120 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.
• Develop and maintain a comprehensive training calendar to ensure all production employees receive the necessary training to enhance their skills and knowledge.
• Review training for effectiveness through 120 days.
• Coordinates between all department SPA’s gathered items and follow up closure of items.
• Evaluate training effectiveness through post-training assessments and feedback sessions.
• Present summarized reports and recommendations to Plant leadership on regular basis for all new hire follow up.
• Maintains high ethics and values in the workplace.
• Serve as point of contact for employees’ HR-related questions, providing accurate and timely information and guidance.
• Maintain employee records and ensure compliance with relevant laws and regulations.
• Contribute to the development and implementation of HR policies, procedures, and initiatives.
• Change management, continuous improvement, organizational effectiveness, and organizational development.
• Effective strategic communications.
• Other duties as assigned, including assisting with various HR functions, such as recruitment, onboarding, employee relations, performance management, and policy development.