About the Company:
IPS Corporation is a global, market-leading provider of solvent cements, adhesives and specialized plumbing products. Founded in 1954 in Los Angeles, CA, IPS began by producing clear cements for laminating acrylic sheet for aircraft canopies. Today, IPS, with its three operating companies, has eight manufacturing plants and nine distribution centers supporting sales to a diverse set of end markets in 85 countries.
Weld-On Adhesives, Inc., a subsidiary of IPS Corporation, is the pioneer and leading manufacturer of Weld-On solvent cements, primers and cleaners for PVC, CPVC, ABS and other plastic piping systems. Weld-On products are globally recognized as the premium products for joining plastic pipes and fittings. Headquartered in California, Weld-On has state-of-the-art operations throughout the United States, as well as China, and a worldwide network of sales representatives and distributors.
About the Role:
This position is the lead support for IPS California Sites (Gardena, Compton, Carson, Anaheim). The HR Manger will be responsible for efforts regarding organization planning, development, performance management, recruiting, employee relations, compensation and the execution of special programs. All tasks should be in alignment with the company’s strategy and be designed to achieve maximum effectiveness and success.
The incumbent is also responsible for the development, modification, coordination and implementation of policies covering employment, employee relations, salary administration, engagement, communication and retirement. This role will report directly to the HR Director – Weld-On.
Essential Duties and Responsibilities
- Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
- Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, ensures organizational compliance with Chinese Labor Law.
- Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
- Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
- Responsible for key talent and management development including consulting with the organization’s leaders regarding team development and personal/professional development of employees.
- Develops and leads process for regular cross functional movement in the organization.
- Provides leadership in the development of a sustainable high performance/high commitment workforce.
- Drives corporate processes supporting career development, talent management and organizational reviews. Responsible for conducting Organizational Talent Assessment (OTA) talent reviews and succession plans for the businesses supported and proactively works to achieve the expected outcomes and leadership continuity.
- Advises management as a strategic business partner, change agent, and member of the business unit and functional staff.
- Leads in developing best practices and implementing policies and processes as applicable.
- Manages day-to-day employee relations including problem solving, counseling, coaching, fact-finding, and related
- Joins with the leadership to champion the IPS Business System. The business system is the organizational culture that encompasses continuous improvement and policy deployment of strategic initiatives. Ensures there is effective visual management for the teams supported.
- Directs internal communications regarding site activities, HR programs, business updates and organizational changes ensuring the workforce is informed and engaged.
- Directs recruiting and employment activities to ensure the timely placement of qualified employees in salaried, hourly and temporary positions.
- Develops policies, procedures and controls regarding key HR metrics (safety, recruiting, compensation and benefits, employee satisfaction, on-time performance appraisals, turnover, etc.)
- Leads the Engagement Survey process including implementation of actions to improve employee engagement.
- Conducts research into HR programs, policies and employment law and recommend strategies, changes or innovations where appropriate.
- Properly execute corporate policies and HR programs ensuring superior quality, deliver and cost.
- Engages in community relations and otherwise represents the Company to the public when necessary.
- Ensures compliance with employment-related laws. Represent, or aid in the representation of, the Company on related litigation.
- Administers wage and salary policies while ensuring competitive rates of pay and competitive benefits. Conduct benchmarking to ensure competitiveness.
- Proactively spends time engaging with employees in their work environments.
- Other duties as assigned.
- Travel required weekly to support the sites up to 20% of time.
Critical Competencies
- Change Management: A combination of mental flexibility, creativity, conceptual ability and judgment. Ability to lead and manage change process for the organization effectiveness. An analytical and effective human resources problem-solver, with a strong strategic orientation; someone who deals effectively with both macro “big picture” issues, as well as detailed tactical activity involved in developing appropriate programs.
- Strong interpersonal savvy: A good listener with outstanding interpersonal qualities and a natural, effective consultative style. Someone who is sought out for their opinions and counsel and who can forge and maintain close relationships, both internally and externally. A highly-motivated team player who contributes to an atmosphere in which people work together, enthusiastically and effectively, in producing outstanding results.
- Results driven: An energetic, resourceful and hands on individual with a strong service orientation, someone who commits herself/himself fully to the job and who is dedicated to developing and delivering outstanding work – consistently revisits, rethinks and proactively explores opportunities to improve the Human Resources function, and its support of the organization’s mission and objectives. Ability to maneuver between strategic thinking, planning and tactical execution.
- Managerial Courage: Willing to say what needs to be said, take a tough stand, and give candid / frank feedback when necessary.
- Ability to Deal with Paradox: Must have the ability to work in a very fluid environment and deal with seeming opposite concepts and tasks.
- Strong Organizational Agility: Must be comfortable working in a highly matrixed environment and influencing without authority.
- Leadership: Self-starter who leads by example; effective in working with, and through others.
- Influence: Must possess excellent persuasion and leadership skills in order to gain consensus regarding organizational strategy and policy that will inevitably involve continuous change and improvement. Prior experience in organizations committed to the principles of continuous improvement. Possess a continuous improvement mindset.
Education and Experience Requirements
- Bachelor’s degree in business, human resources/labor relations or related field required.
- Must be bilingual in both English and Spanish
- Master’s Degree in business, human resources/labor relations or related field a plus.
- Minimum of seven years of progressive HR experience is preferred with experience in HR generalist background in manufacturing sites. Multi-site management preferred.
- Developed technical expertise in talent acquisition, talent management, leadership development and succession planning, performance management, change management, employee relations, compensation and benefits, and driving culture change.
- A demonstrated track record of effectively developing HR strategies and executing plans to achieve those strategies, leading to improved organization effectiveness and business results.
- Must have experience working with a wide range of levels within the employee base in order to develop and implement practices and programs that drive performance and attract and retain top talent.
- Must have experience with local labor law and other relevant laws and regulations.
- Demonstrated experience in many aspects of cultural transformation, including business process improvement, change management, diversity initiatives and the integration of people, systems and technologies in high performance management teams.
- Must have experience operating in a complex, global organization and industry including collaborating with colleagues in multiple business units, continents, and diverse cultures.
- Demonstrated ability to anticipate future workforce needs and to influence the business leaders to invest in innovative talent strategies to ensure that we develop and retain the talent required to achieve our long term strategy.
Physical Requirements:
Must have the ability to sit and stand for long periods. Must be able to lift and move items or boxes up to 30 pounds. Reasonable accommodations may be extended to enable individuals with disabilities to perform the essential functions.
Salary Range: $90,000 - $150,000
Pay: $90,000.00 - $150,000.00 per year
