Carpenter Technology Corporation is a leading producer and distributor of premium specialty alloys, including titanium alloys, nickel and cobalt based superalloys, stainless steels, alloy steels and tool steels. Carpenter's high-performance materials and advanced process solutions are an integral part of critical applications used within the aerospace, transportation, medical and energy markets, among other markets. Building on its history of innovation, Carpenter's wrought and powder technology capabilities support a range of next-generation products and manufacturing techniques, including novel magnetic materials and additive manufacturing. Senior Manager Human Resources- Reading and Shalmet Job Summary Partner to the CHRO and site leader to drive Human Resources (HR) strategy and function. HR Leader responsible for the assessment and implementation of the Human Resource needs for the Reading and Shalmet sites for Carpenter Technology. Develop and implement the strategy and the operational/tactical sides of the HR function to meet business needs. Primary Responsibilities Responsible for leading the Human Resource (HR) strategy and managing the day-to-day Human Resources department supporting both Production & Maintenance and Operations Salaried workforce. This encompasses all aspects of HR including employee relations strategies, organization development, staffing, training, and communications, and benefits administration. Oversee business unit(s) employee relations programs, policies, and procedures. Maintain good communication and a positive relationship with employees to promote employee engagement, satisfaction and retention. Manage investigations, employee complaints, exit interviews, problem resolution, and Open-Door procedures. Oversee the local Corrective Performance system, attendance, and administration. Monitor workforce engagement, morale and employee satisfaction. Coach and counsel managers, human resources professionals and employees related to workplace issues, including performance, wage analyses, hourly recruitment, conflict resolution, investigations, discipline, termination guidelines, wage analyses, and related topics. Provide HR Consultation to executive leaders and managers in the strategic planning process and develop human resources strategies that support business area-specific needs. Implement leading edge HR plans, programs, and policies to create the value proposition for attracting and retaining the best talent in the industry.

Specifically accountable for the following:

Assist and manage the implementation of various continuous improvement efforts, including the Operating Model, execution of a change management strategy, engagement of employees at all levels of the organization, and execution of critical milestones. Develop solid relationships across the enterprise and serve as a business partner to line leaders throughout the system. Lead the development of a strong employee relations atmosphere, including the involvement of all constituent groups to enable smooth implementation of corporate initiatives and other critical business changes. Conduct a full assessment of the Human Resources function within the first three months and build a strategy to provide the best HR department for the location. Provide interpretation of relevant policies and procedures, guide management on handling sensitive performance management and other employee relations matters, and provide recommendations based on findings. Partner with the various human resources functions, including recruitment, compensation, total rewards, engagement, other HR business partners, and training. Partner with HR leaders at other sites. Provide leadership for tactical HR Support to people managers and HR Business Partners. Mentor and develop HR Business Partners in their growth as HR professionals. Rely on data to track HR Key Performance Indicators (KPIs). Use technology (e.g., AI) to improve HR practices. Understand operational excellence and use those tools to drive process improvements in HR. Manage costs/budgets for group. Be a hands-on leader who can help direct and support all aspects of the HR functions at the sites. Use creativity to drive cultural change and embrace engagement concepts to improve performance, morale, and the employee experience at all levels. Perform all other duties and special projects as assigned. Position Requirements Bachelor's Degree in Human Resources, business, management, industrial relations, or related field required. Advanced degree (e.g., Masters or MBA) preferred. 3-5 years as a Human Resource Business Manager or Leader, preferably in a manufacturing environment. 10+ years in Human Resources. Professional depth in core HR practice areas: organization, management and employee development, employee relations and advocacy, staffing, compensation, and strategic workforce planning. Experience in industrial manufacturing and/or engineering-oriented environments and with organizations known for progressive HR practices and a broad range of HR functional skills. Demonstrated experience in independent, self-starter roles. Additional Requirements Experience with Workday, a plus Excellent verbal and written communication skills. Thorough understanding of human resources and labor relations principles, practices, and procedures. Excellent management skills. Working understanding of statistical concepts and methods of data collection. Ability to compile, research, and analyze information. Ability to compose and present comprehensive reports. Strong communication and interpersonal skills with the ability to influence at all levels in the organization. Ability to manage through ambiguity in a constantly changing environment. Exceptional conflict management/negotiation skills. Carpenter Technology Company offers a competitive salary and a comprehensive benefits package including life, medical, dental, vision, flexible spending accounts, disability coverage, 401k with company contributions as well as many other options to employees. Carpenter Technology Corporation's policy is to fully and effectively maintain a program of equal employment opportunity and nondiscrimination for all employees, to employ affirmative action for all protected classes, and to recruit and develop the best qualified persons available regardless of age, race, color, religion, sex, gender identity, sexual orientation, marital status, national origin, political affiliation or any other characteristic protected by law. The Company also will recruit, develop and provide opportunities for qualified persons with disabilities and protected veterans.