Job description

Job Description: INNOVATE without boundaries! At Milwaukee Tool we firmly believe that our People and our Culture are the secrets to our success -- so we give you unlimited access to everything you need to provide. Behind our doors you ll be empowered every day to own it, drive it, and do what it takes to support the biggest breakthroughs in the industry. Meanwhile, you ll have the support and resources of the fastest-growing brand in the construction industry to make it happen. Your Role on Our Team : Under the direction of the Executive Talent Business Partner, you will partner with our Quality & Reliability Engineering organization to play a critical role in forecasting, identifying, building, and implementing proactive talent solutions that align with business goals. The Talent Business Partner will lead the execution of the Talent Review Process, Org Design and Employee Experience. If you are looking to thrive in a dynamic, fast-paced environment with continuous change, this opportunity is for you! You’ll be DISRUPTIVE through these duties and responsibilities:   Strategic Business Partnership: Partner with leadership to assess employee performance and potential with the goal of uncovering talent gaps and identifying high potential employees. Implements Talent strategies to create and execute internal mobility plans to align the workforce to business needs. Demonstrate basic enterprise-wide financial, regulatory and compliance principles and consistently apply those principles to Talent processes, policies, and initiatives. Partner with business leaders and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation. Collaborate with business leaders to create and develop plans to positively impact the organizational environment using Talent data analytics and insights. Leverage data and analytics to inform business consultation and talent solutions. Engage key stakeholders and influence senior leadership to align talent to business strategies. Lead talent cycle activities within assigned business groups. Coach leaders on the appropriate actions required to respond to employee performance concerns. Partner with Talent Acquisition - business leaders to identify staffing needs within each business unit. Support location leadership in the execution of the listening strategies (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, and leader accountability). Organizational Design: Proactively develop and refine workforce plans to drive business needs. Identify issues and trends related to the workforce. Lead efforts within the business for reorganizations/restructures. Coach and advise on change management for business transformations. Address the impact of change through the lens of an employee. Provide input to Talent Operations in design of new policies/programs. Monitor total rewards practices to attract and retain high performing employees. Partner with leaders and Talent Development to assist in supporting an organizational change (i.e Team Kick-off, New Leader Assimilation). Employee Relations & Compliance: Lead the strategy behind Employee Relations within the area you support and provide guidance on methods and approaches to resolve issues. Ensure compliance with legal requirements; collaborate with the legal department when necessary. Serve as a Talent subject matter expert in relevant labor laws, legal rulings, and regulations with ability to consult and coach on complex Talent issues. Maintain positive employee relations by creating a responsive, open environment, where employees feel safe speaking up. Conduct and document internal investigations. Oversee the off-boarding process. Interpret Exit Survey data and escalate feedback. Employee Experience: Partner with leadership to create a comprehensive Employee Experience to drive change and shape the culture. Use data and analytics to gain insight into employee feedback, provide personalized and relevant experiences, as well as development opportunities. Cultivate an inclusive and supportive working environment for all employees. Provide program leadership to Talent Management in the following areas (not limited to this list): Annual Performance Review Process Annual Merit Cycle Strategic Talent/Org Review Internal Mobility The TOOLS you’ll bring with you: Minimum of 6 years of progressive Talent experience supporting Sr Leaders and aligning Talent to business goals. This position requires a bachelor’s degree in a related field and/or equivalent experience. Progressive Generalist experience with a focus on leadership level partnerships. Proven ability to create presence in the business and apply advocacy skills to position Talent as a strategic business partner. Anticipates talent needs and provides proactive solutions that improve how work gets done across teams. Proven track record of taking initiative and solving problems with minimal direction. Working knowledge of federal and state laws/regulations relating to the human resources field. Demonstrated problem solving skills and ability to serve as a knowledgeable resource to leadership. The ability to maintain confidentiality, exercise good judgment and diplomacy. Strong business acumen. Ability to analyze, interpret, and tell a story with data. Navigate multiple systems and programs including analytic tools and other Talent systems. Manage multiple priorities, stakeholders and changing business and economic landscapes, flexing work approach and style to support highest priorities across the organization and within Talent. Ability to travel within our various Milwaukee locations in the surrounding SE Wisconsin area. Possible domestic/international travel <10% annually (if needed due to business needs). Experience in Workday Working Conditions: Office environment (5 days per week) We provide these great perks and benefits Robust health, dental and vision insurance plans Generous 401(k) savings plan Education assistance On-site wellness, fitness center, food, and coffee service And many more! Milwaukee Tool is an equal opportunity employer.

Requirements

Must-haves

You’ll be DISRUPTIVE through these duties and responsibilities:
Partner with leadership to assess employee performance and potential with the goal of uncovering talent gaps and identifying high potential employees.
Implements Talent strategies to create and execute internal mobility plans to align the workforce to business needs.
Demonstrate basic enterprise-wide financial, regulatory and compliance principles and consistently apply those principles to Talent processes, policies, and initiatives.
Partner with business leaders and Talent COEs to develop appropriate talent plans to build bench strength for organizational transformation.
Collaborate with business leaders to create and develop plans to positively impact the organizational environment using Talent data analytics and insights.
Leverage data and analytics to inform business consultation and talent solutions.
Engage key stakeholders and influence senior leadership to align talent to business strategies.
Lead talent cycle activities within assigned business groups.
Coach leaders on the appropriate actions required to respond to employee performance concerns.
Partner with Talent Acquisition - business leaders to identify staffing needs within each business unit.
Support location leadership in the execution of the listening strategies (i.e., engagement survey, skip level meetings, exit interviews, stay interviews, action planning, and leader accountability).
Proactively develop and refine workforce plans to drive business needs.
Identify issues and trends related to the workforce.
Lead efforts within the business for reorganizations/restructures.
Coach and advise on change management for business transformations. Address the impact of change through the lens of an employee.
Provide input to Talent Operations in design of new policies/programs.
Monitor total rewards practices to attract and retain high performing employees.
Partner with leaders and Talent Development to assist in supporting an organizational change (i.e Team Kick-off, New Leader Assimilation).
Lead the strategy behind Employee Relations within the area you support and provide guidance on methods and approaches to resolve issues.
Ensure compliance with legal requirements; collaborate with the legal department when necessary.
Serve as a Talent subject matter expert in relevant labor laws, legal rulings, and regulations with ability to consult and coach on complex Talent issues.
Maintain positive employee relations by creating a responsive, open environment, where employees feel safe speaking up.
Conduct and document internal investigations.

Nice-to-haves

None flagged.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: workday
Effort: long

Benefits

Benefits detected in the listing.

Dental

Vision

401(K)

Wellness