Focus on talent/succession planning, leadership development, building competencies/capabilities, proactive employee engagement and helping share an inspiring culture that will help to achieve the business goals of client groups (Global Supply Chain, Global Procurement, and Sustainability).- Partner with global vice presidents, senior leaders (and their teams) and HR peers across the Global Operations and Technology (GOT) business, to provide innovative solutions to facilitate stronger operations and business results.- Offer thought leadership and execute talent management strategies around competency/organizational capability/building talent development and retention strategies for our associates. - Align with regional counterpart teams on talent strategies and organizational development plans, as well as other people and business issues/challenges.- Serve as HR Primary for associates within client groups.

Supporting Company Owned Outlets (Commercial Tire and Service Centers/Retread Plants)- Serve as HR primary directly supporting 5 district managers in the Commercial Tire and Service business- District coverage includes ~750 employees (both hourly and salaried) across 70 locations (4 union locations) in 19 states for the Commercial Tire and Service division including Retread Plant facilities- Provide day-to-day HR guidance to leaders in the field (coaching, counseling, policy interpretation, career development, organization optimization, succession planning, progressive disciplinary actions, and termination requests)- Advise and support employees directly regarding policies/procedures- Conduct thorough and objective investigations to resolve employee relations issues- Implement HR processes in collaboration with other business partners around performance management, merit planning, employee development, policy review, and succession planning- Lead HR communications across all of the Commercial Tire and Service division- Orchestrate hourly performance assessment process across all Commercial Tire and Service locations- Assess engagement survey results and create engagement action plans in partnership with divisional leader (monitor, advise, and assess retention initiatives)- Partner with Leave of Absence, Benefits, and Workers Compensation teams to best serve employees- Comply with legal and governmental requirements for ADA, EEO, FMLA, Worker's Compensation, and union contracts- Orchestrate business development activities supporting the broader business unit