Ofertas de empleo Human Resources Supervisor - Training/Development, Reynosa

Job Description

Under minimum supervision manages all aspects of training and organizational development oversees development of training programs, facilitation of change management programs and review of current development programs to ensure linkage to company’s goals. Develop programs to build human capital and strong employee culture. Facilitates the development and implementation of employee performance measurements to gauge success of programs and identify areas of improvement. Asses leadership development, team development and organization communication programs and practices.

Key responsibilities

• Conducts comprehensive organizational assessments to identify areas where the organization could improve its performance, culture or structure and develop action plans to address these issues.
• Analyze employee performance data to determine developmental needs and performance improvement plans.
• Asses, develops, recommends and implements organization wide strategies and initiatives to change or improve employee engagement, working conditions, labor environment, organizational structure, policies, performance management and procedures to dive efficiency and effectiveness.
• In coordination with the facility leaders and HR staff develops training and development needs assessment and composed and executes training objectives, initiatives, strategies and materials to help employees improve their knowledge, skills and work performance in a way that aligns with the company’s business strategy. Design and facilitate workshops, training programs, and team building activities that promote employee engagement development and collaboration. Create the courses through mediums such as online or text modules, self-guides or in-person training sessions.
• Provide and coordinate timely orientation programs and monitors, follows up to its completion the company’s yearly compliance training program and maintains updated employee training / competence records in compliance to ISO 9001 requirements and customer’s social audits.
• Collaborate with external consultants and vendors as needed to support organizational development initiatives.
• Leads, coordinates and actively participates in the mixed Training and Psychosocial Committees and maintains compliance with legal requirements. Responsible for filing company’s training records before the Ministry of Labor.
• Manages and updates training and development initiatives by evaluating effectiveness and how employee performance changes based on training initiatives. Might choose to source materials from different vendors or create new programs that directly address evolving organizational needs.
• Designs and develops best practices and lessons learned into program plans. Measures the achievement of establish goals.
• Monitor budgets to ensure the organization remains within its spending limitations for professional development and maintains vendor relationships.
• Collaborate with facility leadership to develop and implement talent management and succession planning strategies. Oversee development programs might train instructors in the appropriate teaching methods. They can also evaluate their effectiveness and suggest changes to ensure they can connect more efficiently with employees. Additionally, may schedule training sessions based on the schedules and needs of the organization and its employee.
• Attends and actively participates in customer social compliance and government audits.
• Lead change management initiatives, including communication plans, to ensure smooth implementation of organizational changes.
• Provide coaching and guidance to managers and employees on organizational development matters, including performance management, leadership, teamwork and career development.
• Collaborates with management to address interpersonal and work related issues to identity suitable mediation approaches such as coaching, skills training or intervention.
• Collaborates with Talent Acquisition to develop strategies for attraction and retention.
• Stay up-to-date with industry trends and best practices in organizational development and implement relevant strategies and interventions.
• Responsible for the management of the employee opinion survey per Mexico legal requirements (NOM 035 psychosocial) and develop action plans in coordination with facility leadership and employee committees to address areas of opportunity to improve working conditions, labor environment, employee engagement and reducing psychosocial conditions in the workforce to be able attract, retain and develop the necessary skills to meet the company’s short and long term objectives.
• Effectively support and foster the company’s Open Door Policy.
• Provides guidance to all employees to insure consistent adherence to HR policies, procedures, conflict resolution, problem solving, compliance and practices.
• Assist in the development and implementation of all Strategic HR management programs (i.e. employee involvement, hiring, promotional practices, wages structures, and proactive employee relations.
• Maintain all personnel records in accordance with privacy, and related requirements. Advise management teams regarding prompt and accurate completion of all status changes and in assuring prompt and accurate updated information in the HRIS and Tress systems.
• Promote a culture of continuous improvement within the organization and help it to adapt to changes in the market and industry.
• Performs other related duties and participates in special projects as assigned.