Human Resources - HR Business Partner (Project Management)

Job Title:            Senior Human Resources Business Partner

FLSA Status:      Exempt - Salaried

Group:                Regular – Full Time

Department:     Human Resources

Location:            Houston, TX

About Cooper Machinery Services:

Cooper Machinery Services provides natural gas compression equipment and services to customers globally in the Oil & Gas, Power, Transportation, and Marine sectors. With a proud heritage dating back to 1833, Cooper Machinery Services is the OEM for legendary product lines including Cooper-Bessemer™, Ajax™, Superior™, Gemini, TSI, CSI, Enterprise, and Joy. Headquartered in Houston, TX, but with commercial and services hubs around the world, Cooper Machinery Services provides world-class services to more than 22,000 units in its installed base.

Our strength is our people. Each employee plays an integral role in our success and growth. With a commitment to our vision that strong relationships drive strong results and better business, our people make Cooper Machinery Services legendary.

 

Job Overview:

As a Senior HR Business Partner in the manufacturing industry, you will be responsible for providing strategic HR support and guidance to the manufacturing division of the company. You will serve as a trusted advisor to senior management and collaborate with various stakeholders to develop and implement HR strategies and initiatives that align with business objectives. Your role will involve managing employee relations, organizational talent assessment, employee experience, voice of the employee, performance management, and employee development programs. Additionally, you will contribute to driving a positive organizational culture and fostering employee engagement within the manufacturing department.

Essential Duties and Responsibilities:

• Strategic Business Partnership: Collaborate closely with leadership teams, understanding and contributing to business scaling objectives. Serve as an advisor and coach to leaders, driving HR strategies that elevate talent and align with the growth of the manufacturing division.
• Executive & Leadership Capability Building: Engage in coaching and mentoring sessions, fostering an environment that emphasizes executive growth and leadership development. Partner in the design of tailored programs that cater to the unique needs of our leadership teams.
• Performance & Talent Management: Roll out performance management frameworks that not only evaluate but also nurture talent. Design structures that facilitate goal alignment, high performance, and talent growth, underpinned by effective feedback mechanisms.
• Learning, Development & Succession: Recognize training needs, especially among leadership roles, and liaise with the HR Learning and Development team to curate programs. Take the lead in succession planning, guaranteeing a steady flow of equipped leaders ready to take the helm.
• Influential Employee Relations: Handle employee relations with a forward-thinking approach. Resolve complex issues by ensuring alignment with our core values, legal frameworks, and the company's vision.
• Compensation & Benefits Alignment: Partner with the Compensation and Benefits team to devise strategies that resonate with the company's growth trajectory. Ensure offerings are competitive, motivating, and aligned with the broader business context.
• Change Leadership: Champion organizational change with an emphasis on seamless transitions. Spearhead initiatives that prioritize clear communication, effective training, and robust support systems, all while keeping a pulse on employee sentiment.
• Policy, Compliance & Risk Management: Be the touchstone for HR policy interpretation and adherence, ensuring practices align with labor laws. Proactively navigate potential risks, ensuring we're always a step ahead in our compliance game.
• Engagement & Followership Creation: Infuse the manufacturing division with a spirit of positivity and commitment. Initiate programs and activities that foster a sense of belonging, while also creating alignment and followership among the team.
• Employee Experience & Voice: Prioritize and elevate the employee experience within the manufacturing division by fostering a positive work environment. Champion initiatives like employee recognition programs and team-building activities. Emphasize the importance of the voice of the employee, ensuring feedback mechanisms are robust, valued, and lead to actionable insights that continually enhance the workplace experience.

Required Skills and Qualifications:

• Strategic HR Vision: Ability to partner closely with leadership teams and contribute to business and HR strategies that align with the company's objectives.
• Analytical Thinker: Robust analytical skills combined with a strategic mindset, ensuring the capability to offer innovative HR solutions that address complex challenges
• Experience in Elevating Employee Experience: Proven track record in creating and implementing initiatives that prioritize and enhance the employee experience.
• Expertise in Employee Engagement Strategies: Demonstrated success in designing and rolling out employee recognition programs, team-building exercises, and other engagement initiatives.
• Commitment to Voice of the Employee: Experience with implementing and overseeing feedback mechanisms that are receptive to the voice of the employee, ensuring their insights are actioned upon and valued.
• Leadership Development: Proven skills in coaching, mentoring, and developing leadership capabilities within an organization.
• Proficiency in Performance & Talent Management: Experience in executing performance management frameworks, feedback systems, and talent growth strategies.
• Understanding of Learning, Development & Succession: Demonstrable knowledge of identifying training needs, curating development programs, and succession plans that ensure leadership continuity.
• Change Leadership Skills: Experience in being a key player in organizational change initiatives, with a focus on ensuring smooth transitions for all stakeholders.
• Strong Communication Skills: Ability to effectively communicate and collaborate with various stakeholders, including senior leadership, HR teams, and employees at all levels.
• Extensive HR Experience: Minimum of 6-10 years of progressive HR experience, specifically within the manufacturing sector or related industries.
• Legal Acumen: Solid understanding of employment laws and regulations pertinent to manufacturing operations.
• HR Certification: Possession of HR certifications such as PHR or SPHR is preferable.
• Flexibility to Travel: Willingness and ability to travel as necessitated by the role, ensuring support across multiple manufacturing locations.
• Educational Background: Bachelor's degree in Human Resources, Business Administration, or a related field is required. A Master's degree is strongly preferred.

Cooper Machinery Services is an equal opportunity employer and gives all qualified applicants

 consideration of employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, genetic information, national origin, disability status, protected veteran status, or any other characteristic protected by federal, state, or local laws.