Career Area:

Human Resources

Job Description:

Your Work Shapes the World at Caterpillar Inc.

When you join Caterpillar, you're joining a global team who cares not just about the work we do – but also about each other.  We are the makers, problem solvers, and future world builders who are creating stronger, more sustainable communities. We don't just talk about progress and innovation here – we make it happen, with our customers, where we work and live. Together, we are building a better world, so we can all enjoy living in it.

Role Definition
Implements HR strategies aligned with business objectives, provides guidance on HR policies and practices, and fosters a culture of employee engagement and development.

Responsibilities
•    Collaborating with management as a strategic advisor helping identify and prioritize HR initiatives that align with the organization's strategic goals and objectives.
•    Aligning HR policies and programs for their business unit or region which promote employee engagement, retention, and performance.
•    Acting as a trusted coach providing guidance to leaders and managers on HR-related matters, including performance management, compensation, and benefits, etc.
•    Analyzing HR metrics and data to identify trends and opportunities and develop a story to provide data-driven recommendations to senior management.
•    Leading team of HR professionals to collaborate effectively with other Centers of Excellence and serve as thought leaders to the business and HR.

Degree Requirement
Bachelor's Degree or equivalent experience desired

Skill Descriptors
Business Acumen: Knowledge of business concepts, tools, and processes that are needed for making sound decisions in the context of the company's business; ability to apply this knowledge appropriately to diverse situations.
 Level Working Knowledge: 
•    Comments on the organization's business model and financial goals.
•    Communicates key considerations for business decision making process.
•    Cites examples of types of information needed to make sound business decisions.
•    Participates in business task to get things done in own unit or area.
•    Caters to key stakeholders and their priorities.

Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics; ability to understand the value of aligning capabilities with business goals to support optimal performance.
 Level Working Knowledge: 
•    Applies organization's operating principles and practices within own business unit.
•    Supports the mission, vision, and objectives of own department or unit.
•    Assesses local and industry examples of acceptable and unacceptable business practices.
•    Obtains information regarding key players, key issues, and key strategies in own unit.
•    Specifies the roles and responsibilities of own business unit.

Decision Making and Critical Thinking: Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.
 Level Working Knowledge: 
•    Applies an assigned technique for critical thinking in a decision-making process.
•    Identifies, obtains, and organizes relevant data and ideas.
•    Participates in documenting data, ideas, players, stakeholders, and processes.
•    Recognizes, clarifies, and prioritizes concerns.
•    Assists in assessing risks, benefits and consideration of alternatives.
Influencing: Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside own organization.
 Level Working Knowledge: 
•    Develops basic persuasive arguments.
•    Discusses organizational culture around providing input on decisions.
•    Uses active listening skills and probing techniques to surface opportunities to influence.
•    Identifies who the decision makers are and how they receive information.
•    Regularly presents ideas or suggestions to associates in persuasive terms.

Leadership: Knowledge of leadership practices and processes; ability to use strategies and skills to enlist others in setting, embracing and achieving objectives while having a long-term perspective of the future state of things and how to get there.
Level Working Knowledge: 
•    Utilizes an appropriate style of leadership: autocratic, democratic, laissez-faire/free rein, etc.
•    Utilizes positive reinforcement to motivate & attain desired behaviors; increases productivity.
•    Demonstrates leadership qualities: intelligence, dominance, persistence, integrity, confidence.
•    Employs leadership theories, such as contingency and transactional, and associated techniques.
•    Manages own behaviors during interactions, such as feedback giving, to shape workplace events.

Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
 Level Working Knowledge: 
•    Detects and summarizes patterns in data and findings by producing simple reports.
•    Assesses common problems and obstacles surrounding data-gathering.
•    Customizes data fields to meet clients' needs.
•    Interprets and explains results of a data-gathering initiative.
•    Participates in projects to gather data for needs analysis.

Employee Relations: Knowledge of the rights and obligations in the employee relations; ability to adhere to legal requirements when handling employee negotiations.
 Level Working Knowledge: 
•    Assists employees with personal or professional problems.
•    Conducts employee satisfaction surveys and documents interviewees' concerns and issues.
•    Explains organizational policies, procedures and processes for dealing with employee relations issues.
•    Addresses routine problems or disciplinary issues related to employee relations, such as grievances.
•    Interprets and communicates employee relations policies and procedures at the local level.

Talent Management : Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
 Level Working Knowledge: 
•    Implements campaigns designed to attract talented individuals to the organization.
•    Evaluates the competencies and personal attributes of prospective employees vs. desired qualities.
•    Coordinates reward and recognition programs designed to retain desirable employees.
•    Participates in assessing the competencies present in current members of the organization.
•    Analyzes talent development needs and maintains a list of high-potential employees.

This Job Description is intended as a general guide to the job duties for this position and is intended for the purpose of establishing the specific salary grade.  It is not designed to contain or be interpreted as an exhaustive summary of all responsibilities, duties and effort required of employees assigned to this job.  At the discretion of management, this description may be changed at any time to address the evolving needs of the organization.  It is expressly not intended to be a comprehensive list of “essential job functions” as that term is defined by the Americans with Disabilities Act.

Posting Dates:

September 2, 2024 - September 3, 2024

Caterpillar is an Equal Opportunity Employer (EEO).

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