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%.