Flowserve Corporation Temporary Employee Human Resources in Mendoza, Argentina
Flowserve is the recognized world leader in supplying pumps, valves, seals, automation, and services to the power, oil, gas, chemical, and other industries. With more than 18,000 employees in more than 55 countries, we combine our global reach with a local presence.
We are seeking for a Human Resources Professional to join our Argentina Regional HR Team for a Temporary assignment, based in Mendoza.
The Regional HR Team is responsible for managing and leading the entirety of the talent life cycle – beginning with attract and acquire through exit and separate – amongst all levels of the organization. This scope includes the following core activities:
Partnering with all levels of people managers to provide professional-level consulting and decision making support for all aspects of the talent life cycle.
Practicing and demonstrating a high level of competence and professional HR knowledge, skill set and expertise while thinking strategically about talent issues in order to benefit Flowserve and remove potential barriers to success
Leveraging the company’s HR “toolkit,” including my HR, HR Shared Services, policies and programs to address a broad range of HR topics for all associates
Leading local labour relations, including unions and works councils, and employee relations
Leading and ensuring flawless execution of specified initiatives, including realignment, acquisition integration and other global or local projects
Developing, delivering and managing global HR solutions in the areas of Rewards, broad-based HR programs, project management, systems and reporting.
a. Facilitate recruitment at all levels to meet future talent demands of the business. Support COEs in broader Company branding and diversity recruiting initiatives.
b. Manage requisition workflow including accuracy/quality of position descriptions, appropriate titling/leveling assignment, and overall data accuracy.
c. Partner with talent acquisition resources to fill open positions with high-quality candidates; support the hiring process via interviews, offer generation/approval, and escalation of hard-to-fill requisitions.
d. Develop hiring manager capabilities in selection tools/processes to enable the best hiring decisions possible. Contribute to selection process for managerial/other key hiring decisions.
e. Support integration of new associates related to mergers/acquisitions in area of responsibility (if required).
a. Manage day to day Works Council/Union relationships.
b. Coach employees and managers on performance/personnel issues and dispute resolution
c. Approve written employee actions including performance improvement plans and progressive disciplines; seek additional review from Center of Expertise and Legal as needed
d. Investigate grievances/complaints related to disciplinary actions, discrimination, harassment and workplace violence; protect confidentiality and sensitivity of investigation details. Engage in other investigations as directed by Ethics function.
e. Support site-level employee engagement initiatives including survey participation; drive employee and manager accountability for plans to monitor and improve engagement
f. Provide initial counsel to managers regarding compensation (e.g., pay adjustment, promotion, etc.) and benefits requests (e.g., expatriate relocation/perquisites); escalate to the appropriate HR and business leaders for final approval
a. Counsel Managers on deployment of the performance management process, and influence improved compliance and effectiveness.
b. Ensure compliance with Performance Culture objectives, actively encouraging robust performance differentiation with supported managers.
c. Deliver COE-supplied training content specified by the Corporation, or other programs as directed in support of approved location/platform initiatives.
a. Propose/Review termination requests for compliance / performance with FLS process, and to ensure effective management of FLS risks.
b. Plan/Execute approved change programs in area of responsibility
c. RIF Processes
Bachelor of HR management or equivalent with 3 years experience in a similar HR role.
Fluent written and spoken English language skills are essential.
Proven HR generalist experience.
The successful contributor in this role should demonstrate high level of proficiency in the following:
Demonstrates a solid understanding of HR practices and Local Labor Law
Ability to understand the need for change and adapt to change
High energy level and sense of urgency for getting things accomplished
Ability to make sense of issues, identify and solve problems
Ability to convince others on proposed courses of action
Key Competencies: Finding Solutions, Serving the Customer, Operating Effectively and Influencing Others
HR generalist experience in a multinational organizations
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Temporary Employee Human Resources
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