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    HRMA offers a free confidential job referral service. If you have an HR opening at your company, send us your contact information and a link to the job posting on your website to socialmedia@hrmacentralma.org. We will post your job opening for two weeks for individuals who are looking for employment opportunities. 


    Posted August 22, 2018

    BFS Associates
    Chilli Moulton - Manager, Human Resource Placement Practice and Branch Manager, Westboro
    200 Friberg Parkway, Suite 3005
    Westboro, MA  01581
    Tel: (781) 717-2050
    cmoulton@bfsassociates.com
    www.bfsassociates.com

    Human Resource Manager – Bedford, MA

    Seeking a professional to work within the business and be responsibility to focus on talent and culture development while balancing strategy and HR tactics. You will roll up your sleeves to conduct traditional HR tactical work necessary to support the high touch needs of our workforce. You will maintain an effective level of business literacy about the business unit’s financial position, its long-term plans and its culture and competition to assesses and anticipate HR- related programs and support.

    You will partner across the HR function to develop and deliver value added HR services to the business management team and employees that reflects our strong company values and the business objectives of the organization.

    Additional Information

    Culture and Organization Effectiveness:

    • Understand the business strategy and identify opportunities to improve organizational capability and drive culture change to align the organization with the strategy.
    • Must have the ability to diagnose gaps between current and desired organization performance and deploy actions to resolve gap, including organization redesign, process change, coaching and training.


    Talent Management and Retention:

    • Develop talent acquisition plans that anticipate short/long-term business needs.
    • Coach others on how to engage and retain key talent, identify when there is a retention risk and differentiate between wanted and unwanted turnover.


    Performance Management:

    • Through the performance management system assure that annual employee job performance assessments are conducted.
    • This includes the annual goal setting process, the annual assessment process and periodic feedback sessions that strive to raise the performance bar in the organization.
    • Provide coaching and consulting to business leaders on effective performance management intervention.


    Employee Communications:

    • Advocate employee communications processes that inform employees as well as to assure two way communications between employees and management.
    • Coaching, Consulting and facilitating:
    • Provides guidance and direction to business leaders on human resource management policies, processes and systems.
    • Consults with line management, providing HR guidance as necessary.
    • Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
    • Manages and solves complex employee relations issues.  Conducts effective, thorough and objective investigations.
    • Maintains in-depth knowledge of legal requirements related to day to day management of employees, reducing legal risks and ensuring regulatory compliance.  Partners with legal department as needed.
    • Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
    • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
    • Provides HR policy guidance and interpretation.
    • Provides guidance and input on business unit restructures, workforce planning, and succession planning.
    • Identifies training needs for business unit, including evaluation and monitoring of training programs to ensure success.
    • Proven ability to influence and work effectively across all levels in a matrixed environment.


    Education and experience:

    • Bachelor’s degree or Master’s degree in Business Administration or HR related field
    • Minimum of 5 years’ experience resolving employee relation issues in a manufacturing environment
    • Working knowledge of multiple HR disciplines to include, compensation, organizational design, employee relations, diversity, performance management, and employment laws.
    • Conflict resolution and mediation skills
    • Strong sense of integrity, confidentiality and discretion
    • Industrial manufacturing environment highly preferred.


    Director of Talent Acquisition - $175-200K + 25% bonus

    The Director, Talent Acquisition plays an integral role on the corporate HR Team, partnering with management to plan, develop, and implement global talent acquisition strategies that results in timely candidate sourcing, recruiting, interviewing, assessing, selecting and on-boarding.

    Reporting Structure and Key Relationships:

    • Reports To: The Vice President of Human Resources
    • Direct Reports: Recruiter(s)
    • Key Internal Partners: Corporate and Business Unit Leadership Teams, Field HR Team, and Employees


    Principle Activities and Duties:

    • Leads the global staffing strategy creation and implementation in cooperation with the Vice President Human Resources. This focus includes external hiring and internal movement of talent, creating an employment brand, and containing hiring costs. Rigorous metrics for evaluating the performance of the function will be applied.
    • Implement processes to support a world class staffing function. Educate HR team on best practices in hiring.
    • Works with Business Unit President & GM’s and HR business partners to create the company Employment Brand and to develop a talent acquisition strategy to hire the best suited talent in the shortest possible time at the appropriate fee structures and costs.
    • Creates and maintains the Talent Inventory of potential candidates and industry contacts. The Inventory is a “candidate, referral and information pipeline” that is expected to reduce reliance on external recruiters, speed candidate panel development, and improve candidate quality.
    • Develops and ensures consistent and equitable administration of the internal job posting process. Ensures that the treatment of all internal and external candidates is consistent with the company’s employment brand and on-boarding process. Creates suggested internal candidate panels for key leadership openings utilizing succession planning data.
    • Develops and supports diversity initiatives and site EEO goals and ensures staffing processes are in compliance with applicable laws and regulations.
    • Keep abreast of Talent Acquisition initiatives in the marketplace and bring best practices to the company.
    • Develop, implement and administer the on-boarding program. Analyze program to determine effectiveness and to ensure compliance with government regulations and company policies. Identifies and streamlines non-value added processes while improving overall employee experience.
    • Prepares documentation, compile data, and maintain records for AAP and FAA paperwork. Reviews for compliance to government requirements. Coordinates annual submission of AAP plan. Participates in audits.


    Core Competencies:

    • Sizing Up People – is a good judge of talent; after reasonable exposure, can articulate the strengths and limitations of people inside and outside the organization; can accurately project what people are likely to do across a variety of situations.
    • Customer Focus – is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
    • Drive for Results – can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
    • Perseverance – pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.
    • Listening – practices attentive and active listening; has the patience to hear people out; can accurately restate the opinions of others even when he/she disagrees.
    • Integrity and Trust – Is widely trusted; is seen as a direct, truthful individual; can present an unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
    • Negotiating – can negotiate skillfully in tough situations with both internal and external groups; can settle differences with minimum noise; can win concessions without damaging relationships; can be both direct and forceful as well as diplomatic; gains trust quickly of other parties to the negotiations; has a good sense of timing.
    • Bachelor's degree (BA/BS) from a four-year accredited college or university required.
    • Minimum of 10 years direct recruiting experience, in both corporate and/or private search firm/agency environments with a consistent and verifiable history of producing exceptional results for clients/employers as measured by cost-per-hire, time to fill, new hire success and retention and other standard metrics.
    • Demonstrated knowledge and successful day-to-day application of traditional and advanced recruitment tools and sources, effective networking practices, internet and direct sourcing, behavioral based interviewing and assessment.
    • Knowledge of Lean Operations and Six Sigma methods and tools experience preferred.
    • Advanced knowledge of Word, Excel, Power Point, and other applicable tools. Hav eto be able to sit w execs on strategy.