SR. MANAGER – HUMAN RESOURCES & LABOR RELATIONS

Carpenter Technology Corporation is a leading producer and distributor of premium specialty alloys, including titanium alloys, nickel and cobalt based superalloys, stainless steels, alloy steels and tool steels.  Carpenter Technology’s high-performance materials and advanced process solutions are an integral part of critical applications used within the aerospace, transportation, medical and energy markets, among other markets.  Building on its history of innovation, Carpenter Technology’s wrought and powder technology capabilities support a range of next-generation products and manufacturing techniques, including novel magnetic materials and additive manufacturing.   Carpenter’s Latrobe Specialty Metals operations, based in Latrobe, PA., was acquired by Carpenter Technology in 2012 and manufactures high-performance specialty alloys serving aerospace, energy and other demanding markets.

SR. MANAGER – HUMAN RESOURCES & LABOR RELATIONS

PRIMARY RESPONSIBILITIES FOR THE SR. MANAGER – HUMAN RESOURCES & LABOR RELATIONS

• Responsible for leading the Human Resource strategy for Carpenter’s Latrobe Operations.
• Manage the day-to-day Human Resources department supporting both P&M and Salaried workforce. 
• Oversee the Company’s Latrobe, PA., Franklin, PA, & Wauseon, OH, and Washington, PA locations. Oversee HR programs, policies, and procedures. 
• Maintain good communication and a positive relationship with employees to promote employee engagement, satisfaction and retention.
• Oversees the Labor Relations function for the Latrobe, PA facility. 
• Coach and counsel Latrobe Specialty Metals site leader, Managers, and employees related to workplace issues, concern and conflicts including EEO, ADA, performance, and termination guidelines.
• Manager all location investigations, employee complaints, problem resolution, and exit interviews.
• Oversee and administer the location Corrective Performance System and Administration.
• Monitor workforce engagement, morale, employee satisfaction, organized labor (union) interest and activity.
• Lead, mentor, and develop a high-performing HR team and establish KPIs to foster a culture of collaboration, innovation, continuous improvement, and excellence
• Foster a culture of safety and responsibility within the organization
• Collaborate with HR leadership on all communications impacting location workforce.
• Perform all other duties and special projects as assigned.

REQUIRED FOR THE SENIOR MANAGER – HUMAN RESOURCES & LABOR RELATIONS

• Bachelor’s degree in human resource management; business, management, or labor relations. Master’s Degree is highly preferred.
• 15 years of work experience in Human Resources; 10 years in labor relations.
• Experience in Contract/CBA negotiations.  Lead negotiator preferred.
• Professional depth in core HR practice areas: organization, management and employee development, employee relations and advocacy, staffing, compensation, and strategic workforce planning.
• Experience in industrial manufacturing and/or engineering-oriented environments and with organizations known for progressive HR practices with a broad range of HR functional skills.
• Experience with data-driven decisions and strategy.
• Demonstrated experience in independent, self-starter roles.
• Knowledge of value-added HR products and services.  Ability to examine the value added by the HR products and services and looks for potential improvements and eliminating non-value-added elements.
• Knowledge of systems to continuously monitor the quality of work outputs and processes.
• Awareness of the legal issues affecting the human resource function and understands the industry in which the organization competes including value chain, competitors and potential entrants, and the customers and how the organization satisfies the customers’ needs.
• Awareness of how external and internal forces (demographics, regulatory, technology) significantly impact the future effectiveness and efficiency of the organization.
• Directs the resolution of highly complex or unusual business problems that cross functions and/or disciplines.
• Effectively coaches, gives performance feedback and provides development opportunities within related multiple areas or departments and/or function(s).
• Ability to work collaboratively with others to achieve group goals and energize people to work together to accomplish business results.
• Dedication to achieving results within individual, team or department’s work while maintaining commitment to quality.
• Significant executive presence, including media and business/customer savvy.
• Drives results and success, conveys a sense of urgency and drives issues to closure and persists despite obstacles and opposition.
• Ability to convey information in a thorough, clear, and timely manner which supports information sharing and goal achievement.
• Gathers facts, ideas, opinions for analyzing situations, solving problems, or making decisions.  Interested in learning more and exploring a situation in some depth.
• Consistent focus on creating optimal business results, based on understanding the business and the costs, benefits and risks associated with investing resources to radically improve results.
• Thinks through issues bringing key facts and ideas together to see the bigger business picture, using innovative, creative, inductive thinking.
• Acts now to create opportunities or prevent problems in the future.
• Demonstrates self-knowledge and self-management skills to present an admirable role model of executive presence and maturity.
• Negotiates with customers and/or organizational leadership to set priorities; builds organization capabilities to serve customer needs.
• Decisions are guided by discipline and/or business strategies and priorities.

Carpenter Technology Company offers a competitive salary and a comprehensive benefits package including life, medical, dental, vision, flexible spending accounts, disability coverage, 401k with company contributions as well as many other options to employees.

Carpenter Technology Corporation’s policy is to fully and effectively maintain a program of equal employment opportunity and nondiscrimination for all employees, to employ affirmative action for all protected classes, and to recruit and develop the best qualified persons available regardless of age, race, color, religion, sex, gender identity, sexual orientation, marital status, national origin, political affiliation or any other characteristic protected by law. The Company also will recruit, develop and provide opportunities for qualified persons with disabilities and protected veterans.