As a core member of the Crystal Springs leadership team in the Hitachi Energy Transformer North America Business Unit, this role is accountable for collaborating and standardizing key HR processes, project management and driving key initiatives within the organization. This role will partner with our various Centers of Excellence and Global Business Centers for effective outcomes. The Human Resource for North American Hitachi Energy Transformers is responsible for developing HR strategies and building capabilities to support the operations organizations. This role will focus on establishing processes, programs and integrated initiatives. This role will drive employee engagement, facilitate positive employee relations, and ensure compliance with all local, state and federal laws. The scope of responsibility will include retention strategies, HR Process Refinement and HR Strategy Deployment for the Hitachi Energy Crystal Springs location.

• Business Planning: Understand and participate in the operational rhythm of the business, provide input on strategic vision, project planning and management, and timely execution of plans around employee scaling, and developing and implementing sound organizational effectiveness strategies, practices and measures.
• Advise Operations Leadership: Counsel and support operations leaders on company culture, HR-related issues/opportunities and organization effectiveness. Provide insight on supervisory and team effectiveness.
• Culture and Employee Engagement: Drive a culture of engagement, productivity/efficiency and flexibility. Develop proactive employee communication initiatives that ensure employees receive relevant information regarding their jobs, the facility and the company strategy/initiatives. Implement employee engagement surveys to measure effectiveness.
• Organizational Development: Develop strategies that align individual, team and leadership goals with organizational needs and business priorities to drive a culture of high performance. Plan and direct the training initiatives to ensure development of critical skills that support the line managers.
• Change Management: Develop and lead change management initiatives. Establish appropriate processes for managing cultural transformation and change.
• Talent Management/C&B: Drive employee development; Development and administer standards around production employee performance assessments and compensation decisions. Administer local compensation and collaborate with Local HR Business Partners and the compensation COE on job evaluations and competitive wages. Administer prevailing wages for services team members.
• Retention and Engagement: Monitors production employee turnover data and put measures in place to support achievement of optimal levels of attrition across the sites working with the location HRBP. Develop retention strategy for the HUB in partnership with HR operations and other functional groups. Assess employee engagement and morale and take actions to address issues.
• Employee Relations: Provide strategic and tactical employee relations counsel/support including managing performance, conducting investigations and resolving complaints and grievances. Ensure legal compliance to all internal and external reporting entities. Carry out training and communication on HR strategy, policy, and processes when necessary. Cultivate relationships with local collective bargaining and information/consultation groups where applicable (e.g. unions, employee committees).