Jan 20, 2026 Oct 29, 2026 3 views

Specialist 3 – Human Resources

Jan 20, 2026 Oct 29, 2026 3 views

MG STAFFING GROUP Specialist 3 – Human Resources

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.

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.

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.

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.

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.

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.

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.

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.

Skills