Specialist 3 – Human Resources

Business Strategy & Organizational Effectiveness

• Serve as a strategic HR partner to the Supply Chain function, providing input into business and people strategy.

• Represent the OneHR model and provide strategic guidance aligned to business objectives.

• Demonstrate fluency in business strategies, financial drivers, and competitive market dynamics.

• Diagnose organizational health using data, analytics, and business insights.

• Partner with leaders to ensure the organization is optimally structured to deliver short- and long-term business goals.

• Support annual operating plans, workforce planning, and long-range financial planning.

• Lead and execute organizational design and change initiatives, including restructuring activities and post-change effectiveness planning.

• Support M&A / A&D activities, including due diligence, integration, and change management.

Talent Strategy & Talent Management

• Identify current and future talent and capability needs using strong analytical and business acumen.

• Design and deploy talent strategies to attract, develop, reward, and retain critical talent.

• Own and drive site-level talent management for the Añasco site, aligned to global talent calendars.

• Lead succession planning efforts; assess pipeline strength and implement actions to strengthen gaps.

• Partner with Talent Acquisition to develop sourcing strategies for critical capabilities, ensuring diverse candidate slates.

• Execute workforce planning activities aligned to business needs (e.g., product launches, expansions).

• Support career planning, talent pipelines, and competency framework development.

• Execute DE&I strategies in partnership with business leaders and HR stakeholders.

• Partner across the OneHR model to execute buy/build/borrow talent strategies.

Culture, Engagement & DE&I

• Partner with business leaders to shape culture and employee engagement strategies.

• Leverage engagement surveys, employee sentiment, attrition data, exit surveys, and predictive retention insights.

• Promote and embed Our Credo, inclusion, collaboration, and growth mindsets across the organization.

• Advise Credo Action Teams, DE&I Councils, Engagement Teams, and ERGs.

• Support cultural transformation initiatives aligned to enterprise priorities.

Leadership Coaching & Team Effectiveness

• Develop trusted coaching relationships with leaders and leadership teams.

• Coach leaders on performance management, stakeholder engagement, and team dynamics.

• Support leadership onboarding and transition plans.

• Partner with leaders to identify and implement team effectiveness solutions and facilitation support.

• Consult on disciplinary actions and employee performance matters in partnership with ER/LR.

HR Program Execution & Governance

• Ensure effective communication and deployment of enterprise HR programs (performance management, job architecture, policies).

• Facilitate slate approvals, interview processes, and offer approvals for critical roles.

• Manage talent nominations for leadership development and senior leader programs.

• Support compensation planning, OA analyses, and non-standard offer negotiations in partnership with Total Rewards.

• Align and communicate year-end calendars, planning guidance, and spending pools.

• Support country and regional HR policy rollouts and compliance requirements.

• Support contractor management, including hiring, negotiations, and merit actions.

Requirements

Education & Experience

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field.

• 6+ years of professional experience, with at least 2 years in HR or HR-related roles.

• Experience supporting business leaders in a strategic HR Business Partner capacity preferred.

• Experience in manufacturing, supply chain, or regulated environments is a plus.

Technical & Professional Skills

• Strong business acumen with ability to link people strategies to business outcomes.

• Experience in organizational design, workforce planning, and change management.

• Talent management, succession planning, and leadership development experience.

• Data-driven mindset with experience using HR metrics and analytics.

• Knowledge of DE&I strategies and employee engagement frameworks.

• Understanding of HR governance, compliance, and employee relations practices.

Soft Skills & Competencies

• Excellent written and verbal communication skills.

• Strong empathy, emotional intelligence, and active listening skills.

• Proven relationship-building and stakeholder management capabilities.

• Strong problem-solving, critical thinking, and conflict resolution skills.

• Ability to influence, coach, and partner effectively with leaders at all levels.

• High level of confidentiality, integrity, and professionalism.

• Adaptability and resilience in a dynamic business environment.

• Strong time management and prioritization skills.

• Cultural awareness and inclusive mindset.

Language & Travel

• Proficiency in English required.

• Ability to travel approximately 10%.