Human Resources Manager (Operations Business Unit)

Do you want to be part of a strategic Human Resources Team that is a value added resource to the business rather than a transactional function? Are you interested creating talent attraction, development, engagement and retention programs? Do you feel that it is critical to understand the business & technology challenges and opportunities that face your BU? Do you look at everything you do with a critical eye to evaluate and improve processes? Are you comfortable reading a financial statement and do have strong business acumen? If you answered yes to these questions, Yaskawa may have the perfect role for you.

We are currently seeking an Operations Business Unit HR Manager. The Ops Business Unit Human Resources Manager will act as a strategic partner and advisor to the business unit leaders, aligning the HR policies and practices with the business objectives and needs. The BUHRM may also manage the HR staff assigned to the business unit, ensuring they deliver high-quality services and support to the employees. The BUHRM will provide guidance, advice and coaching to business leaders, managers and associates on the full spectrum of human resources services, policies and practices and Associate relations matters. This role is responsible for developing and implementing HR strategies, plans, and programs to support talent acquisition, performance management, compensation and benefits, learning and development, employee relations, and diversity, equity & inclusion. This role will sit on the executive staff of the business unit and assist the leaders in anticipating organization needs based upon deep business understanding and acumen. In addition to advising leaders, these roles are hands on roles supporting Associates, projects and all aspects of HR in the assigned business unit. More specifically, the Business Unit Human Resources Manager will :

• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Bridge management and Associate relations by addressing concerns or other issues
• Manage the recruitment and selection process for the assigned business unit
• Build organization design models based upon current and future business needs.
• Plan for developmental training, assignments, mentor assignments, career paths to ensure appropriate skill sets within the business.
• Create career paths within assigned business unit and routinely meet with HR counterparts to review opportunities for cross pollination of talent to meet individual or developmental needs.
• Design individual development plans for business unit and monitor effectiveness of training or developmental assignments.
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Foster a positive working environment reflective of Yaskawa' s values including diversity, equity and inclusion for all Associates.
• Oversee and manage a performance appraisal system that drives high performance
• Maintain pay plan and continually monitor and perform market analysis to ensure compensation competitiveness.
• Report to management and provide decision support through HR metrics and reporting
• Ensure legal compliance throughout the assigned business unit
• Act as a change leader

This role will have 3-4 direct reports and will be responsible for traveling between our Buffalo Grove, IL and Oak Creek & Franklin, WI manufacturing and distribution facilities.

The ideal candidate will possess :

If this sounds like an environment that you would excel in - we would love to hear from you!

Yaskawa offers competitive compensation, excellent first day benefits, tuition reimbursement and opportunities within a growing business.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)