Onboarding Coach

Responsibilities

Howmet Aerospace 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.

Job Responsibilities

• Maintains high ethics and values in the workplace.
• Approach on regular basis all direct 0-90 days seniority employees with standard questions to gather key feedback data for correct new hire assimilation in the organization.
• Ice breaker to test retention & effectiveness of new hire orientation topics with new employees.
• Develop a tracking tool to capture all variety of help chain connections from new employees’ interactions.
• Coordinates between all departments SPA’s gathered items & follow up closure of items.
• Present summarized reports & recommendations to Plant leadership on regular basis for all new hires follow up.
• Regular and reliable onsite attendance.
  
  

Job Roles

• Relationship--interacts with a wide variety of stakeholders; builds trust through interactions; honest and direct; confidential when required; 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--understands inherent differences between people and situations; adapts communication and interaction according to audience needs; reads people well; presents with confidence
• Business informed--understands the needs of the business and the drivers of retention and other critical metrics; focuses effort to discover and makes 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
  
  

Disclaimer

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time.