Senior HRbp

Celestica’s headquarters is in Toronto, and it has a global presence in 13 countries. We seek a strategic and dynamic Senior HR Business Partner to join our biggest global operations based in Thailand.

**Summary**:
HR Lead for a site or business unit(s) within a country with 1,000 employees, or supporting multiple countries or multiple locations within a country (3 or more). Provides direct indirect supervision to subordinate mgrs empl. performing diverse roles within large sites. This includes establishing 3-5 yr plans/objectives, developing policies for the function/unit. Accountable for projects/programs on a multi-functional, national or regional basis. Work is guided by broad site objectives corporate policy. Work requires developing solutions, precedents, /or policies. Receives assignments in the form of objectives sets goals to achieve objectives. Establishes long-term plans/objectives recommends changes to policies. Develops department budgets goals. Erroneous decisions or failure to achieve goals results in critical delay in schedules /or unit operation may also have a company-wide affect. Provides direct supervision to others, or indirect through subordinate supervisors, coordinates the activities of a section or department with responsibility for results in terms of costs, methods, empl. Reviews empl. performance recommends empl. compensation; coaches for improved performance disciplines as necessary. Provides final approval for subordinate managers/supervisors salary performance recommendations. Builds cross-functional relationships where persuasive skills, negotiation skills, considerable tact are required to gain support. Interacts regularly with senior mgt/exec levels on matters concerning several functional areas, divisions /or customers. Maintains positive relationships with key customers, suppliers, etc., who have a significant impact on the success of the organization.

LI-CB1

**Detailed Description**:
Performs tasks such as,but not limited to, the following:

- Partners with the S/VP/GM & their staff to develop & implement strategic HR initiatives such as workforce planning, resource mgt, empl. relations, performance management, skills management, programs & policies, leadership dvpmt. In an unionized site,inc. overall union-mgt relations, & negotiating & implementing local agreements.
- Provides advice, counsel, direction & training to the mgt team & mgrs on any business issue that has empl. or organizational impact on company personnel practices, procedures, & initiatives, including interpreting the intent & meaning of the contractual obligations with the Union.
- Works directly with companys attorneys in preparation of arbitration &/or afffirmative action cases.
- Develop overall strategic direction to maintain credibility, communications, & relationships with union officials, stewards, & business partners to enhance the accomplishment of company objectives & permit a dialogue on problem situations so they can be resolved outside the grievance process.
- Provides empl. relations consultation services to GM, mgt & empl.
- Provides coaching & makes recommendations to mgrs/supervisors for performance development & corrective action.
- Conducts internal investigations of acts of empl. misconduct including interviewing, gathering evidence, consulting legal council, making recommendations & documenting findings.
- Represents site in charges of violating regulation or law.
- Provides performance program reporting.
- Partners with site senior mgt team to implement organizational change interventions-e.g. restructuring, reengineering, automating.
- Conducts ongoing skill competencies, knowledge/talent needs assessment.
- Develops or obtains specific training programs designed to meet the site's needs. Implements & directs staffing strategies which ensure attracting & retaining high caliber talent within & outside the site.
- Manages the rollout of Corp. HR Programs at the site level.
- Ensures compliance to corp. policies, governmental regulations & laws. Keeps abreast of legislative decisions, changes in employment laws & regs to limit legal exposure & liability.

**Knowledge/Skills/Competencies**:

- In-depth knowledge of government regulations.
- Extensive knowledge of labor laws and experience in Labor Relations
- Knowledge of Personnel and Employment laws.
- Strong organizational development, leadership development, facilitation, internal consulting skills.
- Customer Satisfaction initiatives.
- Extensive knowledge of World Class Manufacturing processes and Six Sigma strategies.
- Strong Project Management skills.
- Experience with HRIS systems.
- Ability to effectively communicate with a wide variety of internal customers.
- Ability to evaluate multiple highly detailed tasks, determine priorities and organize work in a manner that allows for timely completion of projects.
- Ability to manage sensitive employee information in a confidential manner.
- Ability to effectively organize an