Strategic HR Partner — Factory Operations

Trane Technologies; Trenton (NJ); On-site; USD 113,000 - 158,000; Full time

Benefits offered by this job

Health insurance

401K match up to 6%

Paid time off

Job summary

Trane Technologies is seeking an HR Strategic Business Partner to guide management in executing HR strategies for a large focused factory team. You will lead labor relations, talent management, and workforce planning to support 1200+ employees in a union environment.

As a partner, you will develop staffing, initiate continuous improvement, and foster employee engagement while aligning policies with business goals. This role requires relocation flexibility and strong HR analytics capabilities.

Qualifications

• Bachelor’s Degree required, Master’s Degree preferred.
• 5+ years’ experience in Human Resource function; labor relations experience in a union environment preferred.
• Knowledge of and experience in a manufacturing operations environment preferred.
• Strong leadership skills.
• Excellent interpersonal skills and demonstrated ability to work as a business partner within a team environment.
• Excellent problem solving and conflict management skills.
• Detail-oriented with strong organizational and analytical skills to analyze HR metrics for use in developing goals and driving key business strategies and objectives.
• Demonstrated verbal and written communication skills to influence all levels of the organization required.
• Ability to effectively manage multiple tasks and projects simultaneously.
• Willingness/ability to relocate to other Ingersoll Rand sites in HR role preferred.
• Maintain knowledge of employment legislation and ensures business compliance.
• Demonstrated proficiency using MS Access, Excel, Word, and PowerPoint.

Responsibilities

• HR Strategic Business Partner providing HR guidance to business management teams; responsible for execution of HR strategies and programs that support a focused factory team structure.
• Develop and execute HR plans, processes, policies and programs aligned with business objectives for a focused factory team, including labor relations, talent management/acquisition, goal alignment, continuous improvement, employee engagement and communications.
• Responsible for development and enhancement of positive labor relations within the focused factory team, including interpretation and administration of the labor agreement, plant work rules, and investigation/management of grievance procedure. Serve as liaison between focused factory leadership and union leadership for resolution of issues related to the above.
• Perform analysis, review and recommendations relative to labor contract negotiations. Facilitate planning and prioritization with focused factory leadership and evaluate options. Collaborate with local HR leadership in the coordination of negotiations activities, process and serve on company negotiating team.
• Provide guidance to focused factory leadership on talent management/development to ensure the right talent capabilities and bench strength are developed to support the business. Address questions and help business partners to navigate the process through the use of internal Talent Management System, including Career Progress.
• Partner with talent acquisition and focused factory leadership in recruiting, interviewing, hiring, and onboarding employees; provide tools/resources to new employees on culture, company, and other business teams.
• Develop and execute staffing strategies to support recruiting, onboarding, retention and layoff/termination of 1200 full-time employees. Liaison with staffing service to evaluate outcomes and drive continuous improvement. Rotate hourly staffing responsibilities with other team members to ensure appropriate staffing to meet the market-driven production needs.
• Develop, analyze, and report on metrics that drive continuous improvement in the business, including absenteeism, overtime, staffing to standard, engagement, and others as business dictates. Utilize the metrics to develop strategies for continuous improvement through 9-step problem solving and Lean methodologies. Gather, analyze, and interpret HR related data for report generation and management decision making; link HR action plans with business needs.
• Conduct HR training as required, including annual compliance training such as harassment training, active shooter training, and other related topics as required.
• Work with focused factory leadership in delivering to the local communication plan establishing consistent messages and improving employee communications processes. Facilitate two-way communications between focused factory leadership, production leaders, salaried employees and production employees through OEDP communication standard work. Set measurable communications goals and establish measurement tools to determine the effectiveness of communications channels; obtain regular feedback regarding continuous process improvement.
• Conduct investigations and provide leadership for all investigations related to workplace violations of policy, work rules and EHS rules including harassment, ethics or discrimination complaints within the focused factory team.
• Work with legal team and focused factory leadership in matters of termination of employees; address employee relations issues, such as allegations, complaints, or other concerns brought up from employees.
• Drive and enable cultural transformation to support a Progressive, Diverse, and Inclusive environment.
• Provide guidance in establishing and leading a sustainable strategic workforce plan for the focused factory team, including appropriate interpretation and administration of applicable contractual provisions.
• Collaborate with local HR business partners to share best practices, critical needs issues, and local site and sector initiatives.
• Create positive change through coaching, counseling, and influencing skills.
• Monitor employee climate to identify issues/trends; counsel focused factory leadership on identifying issues and implementing corrective actions, while also identifying opportunities to increase engagement.
• Provide leadership, guidance and support in creating an employee engagement strategy that facilitates organizational performance and enables successful organizational change.
• Facilitate talent stewardship through communication and training on HR practices and processes.
• Regularly participate and provide guidance in business discussions and decisions with focused factory leadership.
• Act as employee advocate through effective labor and employee relations.
• Facilitate conflict resolution activities and assist supervisors and focused factory leadership through conflict resolution.

Skills

HR experience

Labor relations

Union experience

Manufacturing experience

Leadership

Interpersonal skills

Problem solving

Conflict management

Analytical skills

HR metrics

Communication skills

Relocation

Employment law

MS Access

Excel

Word

PowerPoint

Education

Bachelor’s Degree

Master’s Degree

Tools

MS Access

Excel

Word

PowerPoint

Job description

Trane Technologies is seeking an HR Strategic Business Partner to guide management in executing HR strategies for a large focused factory team. You will lead labor relations, talent management, and workforce planning to support 1200+ employees in a union environment.

As a partner, you will develop staffing, initiate continuous improvement, and foster employee engagement while aligning policies with business goals. This role requires relocation flexibility and strong HR analytics capabilities.