Specialist Iii Representative

**Company Description**

Act as key support to the site/plant manager as it relates to employees.

Assists Management of the talent attraction lifecycle processes

Management of HR key indicators and provide reports.

Collaborate with the HR team on cross divisional topics on an ad hoc basis

Collaborate, support and/or manage with the Smiths Interconnect/Group HR teams on global projects and programs.

Assist the site ambassadors on their actions on site

Manage, support and develop human resources initiatives and the delivery of HR Services in the site by reflecting the business needs, liaising as needed with the HR Business Partner (taking global initiatives and delivering locally into the region(s) where appropriate).

Participate, deploy and develop global Smiths Interconnect HR initiatives and projects to support the achievement of objectives as well as pro-actively leading continuous improvement initiatives in HR areas.

Provide coaching and mentoring to staff to ensure that all issues are resolved while providing excellent customer service.

Resolve ongoing, complex Human Resources related issues and track employee data utilizing systems and tools.

Manage the development and implementation of staffing strategies to ensure effective recruitment, screening, selection and retention of quality employees, using practices consistent with company policies and legal requirements.

Lead process standardization and centralization, implementation of global or regional project initiatives.

Support and direct, through leadership and influence, HR strategic objectives for: change management; business transformation; talent development and communication.

Manage relevant employee relations issues to a successful conclusion and act as an escalation point for more complex issues across where applicable.

Ensure compliance to Smiths quality standards and adherence to Division/Group policies (i.e. Code of Ethics, Human Rights, etc.) and procedures.

Ensure that all Division/Group polices are the most current version, readily available, and in accordance with local legislation.

Provide day-to-day guidance and support addressing employment issues as related to Group/Division HR policies and practices.

Support consultation or communication efforts related to labor/union relations pertaining to organizational or legislation changes.

Support the preparation and execution of annual HR calendar programs in the location (i.e. benefits enrollment, performance management, annual incentive payments, merit, etc.).

Conduct local training or coaching sessions to employees and/or managers to help support HR initiatives related to employment policies, employee engagement, health and wellness benefits, rewards and recognition programs, performance management, and career development.

Support local management addressing reported policy (i.e. Code of Conduct, Harassment, etc.) or compliance violations, and able to professionally manage the complete incident investigation process (i.e. reporting, investigation, actions, and closure).

Liaise with the People Operations team so as to ensure that employee or organizational transactional activities are completed efficiently and accurately within the HR master data system.

Proactively encourage employee and managers use of People Operations processes and systems (i.e. MyHR, Talentlink, GVT, etc.) when appropriate

Support local management with planning and/or organizing Group/Division communication events, team building events, and approved community activities.

Strategic partnering and planning with divisions and local management to advocate for necessary resources and solutions (people, systems, training, compensation, safety, etc.) to achieve business objectives.

Support safe workplace cultures and compliance with Smiths EH&S requirements.

10% business travel

**Qualifications**
Technical Knowledge, Skills and Abilities:
Ability to manage projects.

Strong influencing skills.

Ability to professionally manage employee and company data with the highest degree of discretion and/or confidentiality as appropriate.

Ability to properly address reported policy (i.e. Code of Conduct, Harassment, etc.) or compliance violations, and able to professionally manage the complete incident investigation process (i.e. reporting, investigation, actions, and closure).

Demonstrated working knowledge of country/local employment legislation and labor/union relations.

Able to effectively communicate and coach employees and managers on HR policies and practices.

Able to provide functional guidance and support to line/operations management with respect to sensitive or career-oriented employee decisions.

Ability to successfully manage multiple activities as required by the HR calendar, while maintaining day-to-day service quality supporting both employees and managers.

Knowledgeable and efficient in the use of HR business systems available to support employee master data management, staffing, traini