Regional HR Partner

The Regional HR Partner serves as a key strategic interface between Covestro's business entities and the HR function, providing expert advice, leadership, and coordination on human resources matters across the United States.

About the role

• Provide strategic HR advice and consultation to managers and leadership teams on people management, employee relations, labor relations, performance management, and organizational actions to ensure alignment with local policies and business objectives.
• Independently assess, manage, and resolve complex employee and labor relations matters, including counseling new leadership on prior gaps, upskilling existing leadership, and ensuring consistent application of HR policies and local agreements with employee representatives.
• Partner with the Global HR organization and other functions including but not limited to: Total Rewards, Talent Acquisition, Legal, and other HR teams to deliver integrated talent solutions, supporting employee development, succession planning, compensation, and strategic workforce planning across multiple sites.
• Assess and advise on training and development needs for new and existing leadership, independently driving upskilling initiatives and supporting organizational change to build leadership capability and cultural alignment across assigned client groups.
• Serve as a trusted, accessible HR partner to multiple organizational levels, providing real-time, in-person responsiveness and relationship-based support to build trust, stability, and immediate access for managers across multiple locations.
• Ensure adherence to and continuous improvement of HR processes, guidelines, and tools in collaboration with HR Partners, HRBPs, and Labor Relations experts, providing guidance to enable the line organization to operate effectively.
• Administer the Newark collective bargaining agreement in daily operations, including contract interpretation, guidance to supervisors, and responsible for early-stage grievance handling and investigations.
• Serve as second-chair negotiator for all US collective bargaining successor contracts, including supporting bargaining preparation, costing, and proposal development.
• Leverage HR technology, automation, and AI tools to streamline processes, support data-driven decisions, and enhance employee experiences.

Responsibilities

• Provide strategic HR advice and consultation to managers and leadership teams on people management, employee relations, labor relations, performance management, and organizational actions to ensure alignment with local policies and business objectives.
• Independently assess, manage, and resolve complex employee and labor relations matters, including counseling new leadership on prior gaps, upskilling existing leadership, and ensuring consistent application of HR policies and local agreements with employee representatives.
• Partner with the Global HR organization and other functions including but not limited to: Total Rewards, Talent Acquisition, Legal, and other HR teams to deliver integrated talent solutions, supporting employee development, succession planning, compensation, and strategic workforce planning across multiple sites.
• Assess and advise on training and development needs for new and existing leadership, independently driving upskilling initiatives and supporting organizational change to build leadership capability and cultural alignment across assigned client groups.
• Serve as a trusted, accessible HR partner to multiple organizational levels, providing real-time, in-person responsiveness and relationship-based support to build trust, stability, and immediate access for managers across multiple locations.
• Ensure adherence to and continuous improvement of HR processes, guidelines, and tools in collaboration with HR Partners, HRBPs, and Labor Relations experts, providing guidance to enable the line organization to operate effectively.
• Administer the Newark collective bargaining agreement in daily operations, including contract interpretation, guidance to supervisors, and responsible for early-stage grievance handling and investigations.
• Serve as second-chair negotiator for all US collective bargaining successor contracts, including supporting bargaining preparation, costing, and proposal development.
• Leverage HR technology, automation, and AI tools to streamline processes, support data-driven decisions, and enhance employee experiences.

Qualifications

• Bachelor's degree in Human Resources or a related field with a minimum of 6 years of HR experience in a manufacturing setting, including Labor Relations, Employee Relations, and HR Business Partnering; OR
• Master's degree in Human Resources or a related field with a minimum of 4 years of HR experience in a manufacturing setting, including Labor Relations, Employee Relations, and HR Business Partnering.
• Demonstrated expertise in labor relations (e.g. second chair), and collective bargaining support.

Preferred Qualifications

• Bachelor's or Master's degree specifically in Human Resources.
• Demonstrated experience in managing multi-site locations in manufacturing with the ability to manage commercial related client groups.
• Familiar with Artificial Intelligence tools such as ChatGPT, Claude, Deepseek.
• Labor Relations certification.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification (SHRM or HRCI).
• Knowledge of the chemical industry and manufacturing processes.
• Experience in workforce planning and organizational design.
• Knowledge of succession planning and leadership development methodologies.

Skills

• Working knowledge of collective bargaining agreement (CBA) administration and basic US labor relations practices.
• Ability to interpret and apply the CBA to day-to-day issues (scheduling, overtime, job bids, vacation, etc.).
• Experience supporting early-stage grievance handling, including fact-finding and documentation.
• Coaching and advising supervisors on contract application, discipline, and investigations.
• Broad knowledge of people management and the full HR product portfolio.
• Excellent verbal and written communication skills.
• Ability to translate business needs into HR solutions with legal entity impact awareness.
• Experience leading and/or supporting organizational change.
• Strong collaborative problem-solving and innovative solution implementation skills.
• High degree of customer centricity and resilience.
• Proficiency in diagnosing organizational issues and recommending actionable solutions.
• Strong organizational and interpersonal skills.
• Ability to travel up to 25%.

Your application is welcome. Join us and be part of our team. Apply now!