Education : equivalentexperience
*at elanco (nyse: elan) - it all starts with animals!
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*as a global leader in animal health, we are dedicated to innovation and delivering products and services to prevent and treat disease in farm animals and pets.
we're driven by our vision of 'food and companionship enriching life' and our approach to sustainability - the elanco healthy purpose - to advance the health of animals, people, the planet and our enterprise.
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*at elanco, we pride ourselves on fostering a diverse and inclusive work environment.
we believe that diversity is the driving force behind innovation, creativity, and overall business success.
here, you'll be part of a company that values and champions new ways of thinking, work with dynamic individuals, and acquire new skills and experiences that will propel your career to new heights.
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*making animals' lives better makes life better - join our team today!
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*description of the positions*:
the human resources manager is the leader in developing strategies for the manufacturing & quality site, ensuring the effectiveness and compliance with hr processes and policies and promoting them mainly with clients to achieve business objectives.
ensure the global hr strategy, being the voice of the employee and the leaders in all the processes for compliance with the elanco fundamentals.
*functions, responsibilities and activities*:
being an active member of the site leadership team responsible for people's perspectives to contribute through them.
being an active member of the hr m&q team responsible for providing site insights and collaborating on shared priorities, sharing best practices to make our team better.
actively contribute to the centers of expertise, highlighting the needs of the site while respecting and learning from the philosophy and approach of the coes for compliance with global human resources processes.
- talent management and staff development_
- advise and influence the site leader's planning, selecting, developing and managing the workforce to meet appropriate levels of performance, employee engagement and retention of key talent.
in particular, the hr leader advises and influences other leaders to ensure that there is a leadership pipeline for key positions in the site._
- develop plans and strategies for proactive management of retention and development of key talent, including current and future leadership talent.
- facilitate, document, and manage the succession plan for key positions and provide performance coaching and development of current and potential leadership talent.
- lead efforts to understand employee engagement and ease approaches to prioritize and focus efforts to recruit, engage, and keep the workforce.
- use metrics, trends and information to ensure positive impact on the workforce.
provide the "voice of the employee" to the site leadership team.
- provide coaching to the leadership team in their performance as a leadership team.
- lead current recruitment, performance, and retention strategies for a stable workforce.
- diagnosis of the organization, intervention design and change management_
- advise and influence business leaders to ensure that the site is appropriately designed to meet the strategic and operational targets of the business._ lead the continuous improvement of processes within the lean people system, including team effectiveness, communication, training and culture.
- participate as a member of the business planning process.
- provide people-related information and analysis that guides improvements in operational effectiveness.
- ensure that the leadership team finds the skills needed to execute business strategies.
- ensure the site has a change agenda that identifies organizational and individual change needs to achieve long-term business plan goals including critical organizational skills.
- lead the change agenda through the planning, performance and implementation of changes through the leadership team.
- develop an effective change management plan for significant strategic changes in the organization including communication, training, employee engagement strategies, and leadership change.
- administration of human resources base processes_
- advise and influence site leaders to ensure core hr processes are driven for behavior change with employees and influence hr coes by providing their perspective and site needs to be considered in development programs._
- manage performance
- manage the effective semi-annual use of the essential wins process for performance coaching ensuring performance differentiation.
- make compensation decisions-facilitate the local process to implement our pay philosophy and the proper distribution of recognition according to performance.
- recruitment and hiring support in the development of strategies for recruitment and hiring to meet business goals.
- labor relations
- proactively manage employee relations for the site and appropriately use