HR Manager - Mexico

Company Description

John Crane is a global leader in rotating equipment solutions, supplying engineered technologies and services to process industries. The company designs and manufactures avariety of products, including mechanical seals and systems, couplings, filtration systems and digital diagnostics technologies. John Crane customer service is accessedthrough a global network of more than 200 sales and service facilities in over 50 countries. Global reported revenue for fiscal year 2021 was in excess of $1 billion USD. JohnCrane is part of Smiths Group, a global leader in applying advanced technologies for markets in threat and contraband detection, energy, medical devices, communications,and engineered components.

Job Description

Reporting directly to the Regional HR Business Partner, the HR Manager is responsible and accountable for ensuring exceptional service quality in the delivery of HR services to both employees and managers at the country(ies)/site level of the Division. The role provides strategic insight, guidance and leadership to country and site leadership teams, supporting the design and execution of people strategies that enable business growth and organizational effectiveness. As a trusted functional partner, the role Influences effective decision making with the aim of driving Division growth in the region/site.

Specific Functions, Activities and Responsibilities

• Acts as a trusted advisor to business leaders on organizational design, workforce strategy, talent, leadership effectiveness and business transformation.
• Develop, validate, and communicate Human Resources policies applicable to all employees in Mexico.
• Jointly define with business leaders priorities and objectives to be achieved periodically, taking into consideration business objectives and applicable corporate/ Regional HR guidelines.
• Partners with business leaders to develop strategic workforce plans aligned to growth, productivity, capability and succession requirements.
• Ensure the accuracy and reliability of information in Global View by monitoring the different processes that feed the system, ensuring timely updates and confidentiality of information.
• Supports HR digital transformation initiatives, including Workday deployment, adoption, data quality and continuous process improvement.
• Uses workforce analytics, external market intelligence and business data to identify trends, risks and opportunities, influencing strategic talent and organizational decisions. Recommends salary budgets, market adjustments and compensation actions for business approval.
• Jointly define and implement with business Management the action plans derived from employee engagement survey results, with the objective of increasing employee satisfaction and strengthening organizational commitment.
• Analyze, document, and recommend, jointly with business management, salary adjustments, promotions, and/or employee separations across the different areas, for approval by the Business Partner and per DOA.
• Leads proactive employee and labor relations strategies, balancing business objectives, legal compliance and employee engagement.
• Leads negotiations with labor unions regarding collective bargaining agreements and employment conditions, in accordance with company guidelines.
• Advise business Management on the application of relevant economic, tax and legal information that may impact the company’s operations, in order to develop strategies to minimize risks and optimize resources.
• Jointly define with business Management the development programs to be implemented across the organization, aligned with corporate guidelines, in order to identify and strengthen the competencies of high-potential employees.
• Drives leadership effectiveness, talent reviews, coaching and development initiatives to strengthen organizational capability and future leadership readiness.
• Ensure that employee payroll processes and all payroll-related obligations are completed accurately and on time, in accordance with applicable legal and tax requirements, while regularly monitoring changes and updates in this area.
• Represent the company before the relevant legal authorities and institutions in all matters related to the company’s labor obligations.
• Define and manage contracts and service conditions for cleaning and security services to ensure that company facilities are properly maintained and their security and integrity are preserved.
• Manage service provider contracts related to employee benefits and compensation programs, including food vouchers, life and medical insurance, salary surveys, and savings funds, seeking to maximize employee benefits while maintaining cost efficiency for the company.
• Leads succession planning processes for critical leadership, commercial, technical and operational roles, ensuring sustainable talent pipelines and business continuity.
• Ensure that the objective-setting and performance evaluation processes are conducted periodically for all employees in accordance with established guidelines.
• Owns retention strategies and action plans to reduce regrettable attrition and improve employee experience.
• Partners with business leadership to strengthen a proactive safety culture, integrating people, leadership and wellbeing initiatives with operational safety objectives.
• Supports the development of early career programs, apprenticeships, internships and future talent pipelines aligned with long-term workforce needs.
• Leads organizational change and transformation initiatives, ensuring effective stakeholder engagement, communication and adoption across the business.
• Identifies critical organizational and capability gaps and partners with leaders to implement targeted talent, development and hiring strategies.
• Perform other duties and activities related to the position as required.

Qualifications

• Bachelor’s degree in Business Administration, Industrial Relations, Human Resources, or a related field.
• 8+ years of progressive HR experience, including experience partnering with senior leaders in manufacturing, industrial or engineering environments.
• Human Resources management; Geographic scope of the role is regional or site specific.
• English level: Fluent

Key Compentences and Skills

• Succession Planning
• Organizational Design and  Effectiveness
• Change Management
• Leadership Effectiveness
• Communication and Influencing Skills
• Talent Management
• Workforce Planning
• Labor and Employee Relations
• Union Negotiations
• HR Analytics
• Safety Culture
• Workday Adoption
• Stakeholder Management
• Manufacturing / Industrial Environment
• ExperienceData-Driven
• Decision Making
• Strategic Thinking
• Coaching & Influencing

Key Internal and External Relationships

• Interacts regularly with, and effectively leverages, the support of other HR business partners, COE or Shared Services colleagues.
• Develops and maintains professional relationships with the region/site leadership team based on honesty and integrity.
• Experience influencing leadership on HR matters based on trusted guidance and respected judgement.
• Ability to interact and collaborate effectively with and motivate professional, managerial, and direct labor personnel.
• Interacts regularly with functional (i.e. Finance, Legal, etc.) colleagues as required to meet Business objectives at the region/site level.
• Ability to effectively communicate and manage relationships with local vendors/suppliers.
• Ability to effectively manage stakeholders

Additional Information

Diversity & Inclusion

We believe that different perspectives and backgrounds are what make a company flourish. All qualified applicants will receive equal consideration for employment regardlessof race, color, religion, sex, sexual orientation, gender identity, national origin, economic status, disability, age, or any other legally protected characteristics. We are proud tobe an inclusive company with values grounded in equality and ethics, where we celebrate, support, and embrace diversity.

Additional Information

According our mission, vision and Global Policies: Under no circumstances shall Staff be charged any fee or other costs in relation to their recruitment to work at Smiths, whether directly or indirectly. Any recruitment fees shall be paid by Smiths.

Smiths will not employ anyone below the age of 18. Smiths will take reasonable steps to satisfy itself of the member of Staff’s age before that person starts work at Smiths. When persons under the age of 18 are employed, they must not do work that is mentally, physically, socially or morally dangerous or harmful or interferes with their schooling by depriving them of the opportunity to attend school.