Senior HR Generalist

Watts Water Technologies•Franklin, NH

3d•Onsite

About The Position

Reporting to the HR Manager, the Senior HR Generalist is a customer-centered role supporting all levels of associates on 3 shifts at our Franklin, NH facility. The Senior HR Generalist is responsible for all HR activities including: managing employee data in our Workday HRIS, associate communications, employment, orientation, employee relations, compliance efforts, investigations, safety compliance, and talent review and appraisal processes. The Senior HR Generalist will be an active member of the overall HR team and will provide support for all on-going HR projects and initiatives. The Senior HR Generalist will foster a workplace culture that exceeds employee expectations and embraces a continuous improvement mindset. This position is onsite Monday through Friday in Franklin, NH and reports to the HR Manager.

Requirements

Bachelor’s Degree in business administration or similar is required.
5+ years of progressive HR experience working in a manufacturing environment required.
Experience using HRIS systems for data management and data metrics to guide decisions.
Ability to problem-solve and analyze situations to identify potential issues and propose solutions to mitigate risks.
Drive employee relations, performance management and engagement activities.
Demonstrated ability to train management skills and manager accountability.
Expert organizational and time management skills.
An empathetic approach to understanding employee concerns.
Outstanding verbal, written and presentation communication skills.
Expert relationship management and demonstrated ability to establish trust and credibility with designated employee group(s).
Maintains highest level of integrity, ethics and confidentiality, flexibility and adaptability to changing priorities and projects.
Expert collaboration skills and ability to project manage within a larger Americas HR organization.
Enables and embodies curiosity with a strong desire to grow professionally, expanding HR professional toolkit.
Commitment to Watts’ values of integrity, accountability, continuous improvement and innovation, and transparency.
Punctuality and dependability.
Ability to be flexible and adapt to changing work priorities and stressful conditions.
Adherence to all personnel policies, procedures, and standards of process as implemented by Watts.
Maintain productive and collaborative relationships with other Watts employees.
Adherence to Watts’ seven cultural beliefs: Growth Mindset, Customer-Focused Innovation, Constant Communication, Clear Goals, Collaborate Globally, Be Inclusive, and Take Action.

Nice To Haves

Workday experience is a plus.

Responsibilities

Ensure compliance with manufacturing-related employment laws and regulations.
Develop, update, and communicate HR policies and procedures, taking into account the specific requirements of the manufacturing sector.
Provides support in compliance areas of human resources including but not limited to employee relations, job evaluation, compensation management, benefits administration, training, AA/EEO, leave management and ADA.
Collaborate with manufacturing managers to understand staffing needs and develop effective recruitment strategies tailored to the industry for direct labor (full-time and contingent).
Conduct interviews, assess candidate qualifications, and participate in the selection process, with a focus on skills relevant to manufacturing roles.
Manage the onboarding process for new hires, ensuring a seamless integration into the manufacturing environment.
Maintains a high level of visibility, accessibility, and interaction with manufacturing team members.
Coach and counsel employees, front line leaders and managers on employee relation matters, performance management and conflict resolution.
Utilize an empathetic approach to understanding employee concerns, answer questions and help employees through organizational change.
Conduct investigations into employee complaints, providing recommendations for resolution.
Partner with the legal team as appropriate for all ethics related issues.
Support the performance management process, providing guidance to supervisors and employees on performance expectations and development opportunities.
Support the implementation of performance improvement plans tailored to the manufacturing environment.
Lead and support continuous improvement initiatives within the manufacturing environment, collaborating with cross-functional teams to enhance processes and efficiency.
Apply Lean and Six Sigma principles to drive operational excellence in HR processes and employee relations.
Partner with the manufacturing team to identify key people metrics to continually monitor and improve the employee experience.
Maintain accurate and up-to-date employee records and HRIS data, with a focus on manufacturing roles and qualifications.
Generate HR reports and analytics to support problem solving and discussion on the overall health of the organization.