Global Vice President, Human Resources

Howmet is proud to be an Equal Employment Opportunity employer. We are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other applicable legally protected characteristics.

If you need assistance to complete your application due to a disability, please email TalentAcquisitionCoE_Howmet@howmet.comBasic Qualifications

• 10 years of people leadership and business partnership expertise
• Acted as a coach and partner with c-suite executives for five or more of those years. Successfully operated as an integral part of a senior leadership team, contributing to business areas beyond human resources.
• Global industrial experience
• Proven track record supporting and managing a globally distributed and highly complex workforce. On-the ground experience, having lived and worked internationally, and experience in a fasteners or metal component industry is a plus.
• Employees must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire. Visa sponsorship is not available for this position.
• This position entails access to export-controlled items and employment offers are conditioned upon an applicant's ability to lawfully obtain access to such items.

Experience within a high-performing manufacturing environment

Preference for tenure in an industrial company leveraging technology to advance production and supply chain connectivity.

Demonstrated success evolving a talent strategy and culture

Led the enhancement of a strong culture to support business objectives, adjusting existing strategies and practices to ensure greater engagement, performance, and inclusivity. Proven experience expanding and enhancing diversity, equity, and inclusion efforts in a business or company.

CRITICAL LEADERSHIP CAPABILITIES

Collaborating and Influencing

• Facilitates discussions to enable independent collaboration and promotes collaboration across multiple parties.
• Identifies and meets with key players and stakeholders to help them shape a consensus by engaging in dialogue to reach a conclusion together, compromising, as necessary, for results.
• Develops an explicit understanding of which relationships are most important to the organization, its stakeholders enabling him/her to build a network prioritizing these relationships.

Building People Capability

• Engages with leadership to develop a clear view of the long-term capabilities required to transform and grow the organization, both within and outside of the Total Rewards function.
• Proactively drives talent management strategies to build or acquire critical capabilities.
• Supports and contributes to the development of contemporary goal setting and appraisal processes that reward high performance, drive teamwork, and maximize accountability.

OTHER PERSONAL CHARACTERISTICS

• An authentic, self-confident " servant-leader " with strong interpersonal skills who can garner trust and lead by influence.
• Low ego characterized by personal and organizational humility. Can navigate effortlessly across all levels of the organization and simultaneously in the boardroom. Connects with people to inspire confidence and performance.
• Hands-on, reliable, and trustworthy with impeccable integrity.
• A listener and a coach. A visible leader who collaborates and intuitively develops people.
• A lifelong learner capable of infusing that orientation across the enterprise.
• Interpersonally savvy, this executive will weave a balance of EQ and IQ into how they show up every day.
• Possesses a strong business orientation. Seeks to understand what is necessary to make the business successful and implements strategies to promote business growth.

Compensation

• The estimated annual base salary range for this position is $280,000-$350,000.
• Actual base salary will be dependent on the individual's skills, experience, and qualifications.
• This role is eligible for other forms of compensation, including an annual performance bonus and annual equity award.

KEY RESPONSIBILITIES

• Work with HFS HR team and business leaders to develop and execute strategic initiatives that add value to the organization, ensuring robust alignment with business priorities and corporate guidance.
• Oversee HR processes, ensuring timely delivery of information and insights.
• Create the vision and ownership of the HFS three-to-five-year strategic HR plan and strategic initiatives.
• Oversee and ensure the global HR team reviews, communicates, and achieves key performance indicators.
• Lead talent management, succession planning, learning & development, change management, workforce planning, engagement initiatives and identify and address competency, knowledge, and talent gaps.
• Develop and execute, in partnership with locations and functions, robust action plans to improve the employee experience and engagement.
• Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets.
• Manage compensation policies and practices for the business unit both nationally and globally as necessary.
• Establish credibility throughout the organization with management and the employees to be an effective coach and problem solver of people issues.
• Manage and resolve complex employee relations issues. Oversee effective, thorough, and objective investigations.
• Partner with legal as needed and/or required.
• Guide BU and locations to develop and grow Howmet's government relationships with a goal of influencing how decisions may affect our business objectives. Work with Government Affairs to remain knowledgeable about issues and communicate issues to the leadership teams.
• Guide and support plant locations to develop and align community strategy with key business priorities to drive Howmet brand and employee engagement.
• Oversee and guide the human resources' organization, ensuring strong competencies in leadership, organization development, compensation strategy and administration, HR systems and talent management.

GOALS AND OBJECTIVES - 1 to 3 years

• Increase succession planning fill rate for leadership positions and key technical talent.
• Reduce employee turnover.
• Achieve shorter time-to-fill averages for hourly, salary, and director roles.
• Align rolling plant headcount planning (direct, indirect, staff) with P&L.
• Develop/enhance attractiveness of engineering graduates, including internships, management development programs, and plant supervision.
• Map, align and prepare 12 months in advance of union/non-union bargaining negotiations.
• Implement programs aligned with HFS goals and objectives.