LocationEverett, WA
Security Clearance Required?No Security Clearance Required
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Position Description
We are seeking Human Resource (HR) Professionals to join our Airplane Development Programs HR Team. The Airplane (AP) Development organization includes five development programs -- 737 MAX, KC-46 Tanker, 787-9, 787-10X and 777X -- that are all at different development phases. These HR Teams will provide strategic business partner support to the 737 MAX, KC-46 Tanker, 787-9, 787-10X and 777X. This is a unique opportunity to be part of Boeing and aerospace history. Come work for the world's largest aerospace company and leading manufacturer of commercial jetliners. At Boeing, our strength and competitive advantage are our people. Our Human Resources organization provides vital counsel and guidance allowing Boeing employees to reach their personal and professional potential, while serving the best interests of the company. The breadth of opportunity available to you as a Human Resources professional is unmatched in the industry. From global challenges, to unmatched flexibility, to the very finest training resources available anywhere, you'll find a career in Human Resources at Boeing to be a rewarding one. As a Strategic HR Business Partner, this position is partnered with an Integrated Product team, and will be responsible for providing leadership and guidance on staffing, compensation, legal, regulatory/compliance issues, diversity, and employee engagement. The ideal candidate will have demonstrated abilities in working with Business Partners to align business strategy and HR processes and solutions. In addition, the ideal candidate will demonstrate a true Human Resources Generalist (HRG) skill set combining effective influencing, coaching, and relationship building skills with analytical, process and problem solving skills. A strong working together style is essential to accomplish goals and objectives as well as the ability to manage and shift priorities. Ability to critically and strategically assess situations, anticipate and create HR solutions, and drive execution is expected. Demonstrated ability to perform HR analytics is critical to successful completion of this work statement.
Deploys and administers Human Resources programs, policies, practices, systems and processes and completely understands full scope of job practices and techniques, and works independently utilizing sound judgment. Resolves employee issues elevated from HR Service Center. Proactively works with employees and managers to identify potential issues and trends in the workplace; partners with employees and managers to develop and deploy complex solutions. Works with employees and managers to investigate and respond to complex workplace / employee relations issues. Collects, analyzes and provides data in support of the investigation process. Creates reports and uses analytics to make decisions and recommend solutions. Identifies opportunities for continuous improvement and drives standardization of work. Engage in special projects and initiatives and participates in site-wide HR teams and projects. Partners closely with senior leaders and demonstrates on-going use of good judgment and the ability to influence customers. We are seeking an experienced, self-motivated Human Resources Generalist (HRG) who is a proven independent critical thinker and communicator with high initiative to help us drive our culture of employee engagement and continuous improvement.
Competencies
General
[ + ] Building Positive Relationship
Builds effective working relationships within the work group, with interorganizational employees, and occasionally with external customers. Probes for and provides information to clarify situations. Seeks and expands on original ideas, enhances others? ideas, and contributes own ideas about the issues at hand. Places higher priority on team and organization goals than on own goals. Seeks agreement from work group, with other employees, and occasionally with external customers to support ideas or take partnership-oriented action; uses sound rationale to explain value of actions. Establishes good interpersonal relationships by helping people feel valued, appreciated, and included in discussions.
[ + ] Change Management
Encourages fellow work group members, internal employees, and occasionally external customers to question established work processes or assumptions, ask 'why' until underlying cause is discovered, and support continuous improvement actions and alternatives. Advises others to remain open to ideas offered by others; supports and uses good ideas to solve difficult problems or address difficult issues. Recognizes fellow work group members, internal employees, and occasionally customers who make useful changes. Helps fellow work group members, internal employees, and occasionally external customers overcome resistance to change; shows empathy with people who feel loss as a result of change. Minimizes complexities, contradictions, and paradoxes or reduce their impact on fellow work group members, internal employees and occasionally external customers; clarifies direction and smoothes the process of change.
[ + ] Coaching/Teaching
Clarifies expected behaviors, knowledge, and level of proficiency by seeking and giving information and checking for understanding. Provides instruction, positive modeling, and opportunities for observation in order to help fellow work group members, internal employees and occasionally external customers develop skills; encourages questions to ensure understanding. Gives timely, appropriate feedback on performance; reinforces efforts and progress. Establishes good interpersonal relationships by helping fellow work group members, internal employees and occasionally external customers, feel valued, appreciated, and included in discussions.
[ + ] Cross Functional Partnerships
Not Available
[ + ] Customer Focus
Makes customers and their needs a primary focus of one's actions; develops and sustains productive customer relationships; uses information to understand customers' circumstances, problems, expectations, and needs; periodically becomes involved in sharing information with customers to build their understanding of issues and capabilities; considers how actions or plans will affect customers; responds quickly to meet customer needs and resolve problems; assists higher graded employees and/or project team leaders in implementing ways to monitor and evaluate customer concerns, issues, and satisfaction and to anticipate customer needs.
[ + ] Driving Business Results
Not Available
[ + ] Systems Thinking
Evaluates job tasks and processes on how well they help meet team objective(s); identifies non-value-adding components and barriers. Formulates change strategies; seeks input from others to evaluate options for change and encourage buy-in. Makes appropriate changes to job/role structures and processes by communicating effectively and focusing on new skill development. Uses accurate measurement systems to monitor the implementation.
Technical
[ + ] HR Leadership
Basic -Skill to effectively present options that balance HR discipline with business objectives. Complete knowledge and ability to recognize alternatives, generate options and recommend solutions. Awareness of the organization and stakeholders to understand risks and outcomes relative to decision processes. Complete knowledge of negotiation and decision processes.
Preferred -Skill to effectively present options that balance HR discipline with business objectives. Ability to recognize alternative and divergent views and formulate multiple approaches. Applies knowledge of the organization and stakeholders to strategically articulate risks and outcomes relative to decision processes. Ability to negotiate and facilitate decision processes to a balanced conclusion.
Basic Qualifications For Consideration
Do you have experience influencing change in organizations through partnering with organization leaders?
Do you have experience leading and driving people strategies and key HR initiatives?
Do you have experience designing, developing and deploying HR solutions that impact organizations?
Typical Education/Experience
Level 3 - Bachelor's and typically 6 or more years' related work experience, a Master's degree and typically 4 or more years' related work experience or an equivalent combination of education and experience.
Level 4 - Bachelor's degree and typically 10 or more years' related work experience, a Master's degree and typically 8 or more years' related work experience or an equivalent combination of education and experience.
Other Job related information
Positions are located in Everett, WA. Candidate may be selected to support 777X, 787, or Tanker.
* Business UnitCommercial Airplanes
* DivisionHuman Resources
* ProgramAirplane Development Hr
* Job TypeNon-Management
* Experience LevelCareer/Experienced
* US Person Status Required?Yes
Closing Date:10/02/2013about closing dates