Overview

Career at Trinseo

Trinseo is a different kind of global materials company – at the intersection of people, technology, and customers. We are a world leader in the production of plastics and latex binders. Our culture is built on passion and innovation. 

A career at Trinseo presents a unique opportunity to work in a highly collaborative environment. Helping customers solve their most complex material challenges is the reason we come to work each day. We are seeking innovative thinkers – ready to tackle any challenge and passionate about delivering value.

As a global materials solutions provider focused on delivering innovative and sustainable solutions to our customers, we need people to feel respected and included so they can be more creative, innovative, and successful. We strive to create workplaces that reflect all communities and customers we serve and where everyone feels empowered to bring their full, authentic selves to work. That's why we're fully committed to inclusion across race, gender, age, religion, identity, and experience to drive us forward every day. 

Overview

Reporting to the HR Director for North America, the HR Business Partner works in collaboration with and influences multiple business units/functions within the US to ensure business strategies are connected with HR and talent strategies. They will partner closely with the Global HRBP’s and HR Centers of Excellence (COE) to deliver high quality HR support and services, act as a change agent to drive a culture of high performance and accountability, and support DE&I and talent management initiatives. This role will have the opportunity to lead or support various HR or business led projects and initiatives on a regional or global scale.

Responsibilities

Partnership:

• Understands and contributes to the overall Business and People Strategy; translates business needs into HR strategy, goals, and action plans and executes on HR priorities while adding value to the business. Implements the people strategy locally for assigned functional areas, in partnership with Global HRPBs and HR COE’s.
• Partners with the business and HR COE’s to support HR processes across the employee lifecycle including but not limited to: Culture/Employee Engagement, Talent Acquisition, Performance Management, Diversity Equity, and Inclusion Initiatives, Learning & Development, Employee Compensation, Employee Relations, People Analytics, and Onboarding.
• Uses judgment, critical thinking, and has the ability to propose different solutions outside of set parameters to address more complicated, day-to-day problems.
• Facilitates and ensures success of change management initiatives across areas of responsibility.
• Partner with the Global HRBPs and local leadership on workforce planning, career development and succession planning to ensure strong talent pipeline.
• Support and provide guidance for organization design and development with a specific focus on communication and change management to improve organization capabilities and a culture aimed at ownership, empowerment and accountability.

Coaching/Employee Relations:

• Acts as the first point of contact for employees & managers and provides leadership, coaching and support for individual employee needs & HR processes.
• Drives behavioral change and continuous improvement within client groups.
• Actively contributes to global and regional initiatives and coaching local leaders to develop and build on their managerial and leadership capabilities.
• Supports leaders in driving a high-performance culture, including supporting the performance review cycle. Evaluate opportunities for growth and promotions, as well as identify talent gaps and development needs, within assigned client groups. 
• Works with the Global HRBPs to identify and support the development of key talent in the organization to achieve their potential.
• Build credible and trusting relationships with the employee population to help facilitate effective employee communications and relations.
• Assess and measure employee engagement and morale and take actions to address through the implementation of local employee programs for culture shaping and recognition.
• Provide input and guidance for performance feedback, employee development, and performance management to enhance individual and team performance. Support effective talent reviews to develop and deploy talent effectively.
• Manages complex issues and escalated employee relations activities, including conducting investigations and coaching leaders on performance issues. Apply knowledge of HR principles and policies to ensure risks are mitigated. Manage escalations and support the business to create a positive employee environment. Partner with the appropriate internal stakeholders to resolve high risk issues and implement strategies to reduce such issues. Make recommendations and execute on corrective and disciplinary actions.

Project Management:

• Play a leading or supporting role in regional and global HR and/or business driven initiatives such as policy or practice harmonization, revising/implementing career ladders/architecture for assigned client groups, process efficiencies, etc.

Compliance:

• Provide guidance and interpretation to assigned client groups on policies, procedures, and regulations as they pertain to local, state, and federal legislation and company polices including strict adherence to our Code of Business Conduct.

Change Management:

• Support management in executing change within their functions by using a consistent change management approach, building enthusiasm for and commitment to change across a range of stakeholders, recognizing the need to actively engage and consult with staff to ensure transformation and improvement.

Qualifications

Minimum Education Required:

• Bachelor’s degree

Minimum Experience:

• 8 years’ experience in HR, with at least 3 years as an HRBP

Knowledge, Skills & Abilities:

• Deep and broad knowledge of HR practices, principles, and procedures.
• Working knowledge of multiple human resource disciplines, including coaching, compensation practices, workforce planning, employee relations, diversity, equity, and inclusion, and performance and talent management.
• Excellent communication, interpersonal and problem-solving skills.
• Broad knowledge of state and federal laws and regulations related to employment practices.
• Proven ability to interact with all levels of management and employees.
• Ability to maintain a high degree of confidentiality regarding sensitive data and information is required.
• Strong critical thinking, analytical and project management skills.
• Intermediate to advanced proficiency in the Microsoft Office suite, with emphasis on Teams, PowerPoint, Word and Excel.
• Chemical industry experience preferred.

Diversity And Inclusion With our expanding global presence, cross-cultural insight and competence are essential for our ongoing success. We believe that a diverse workforce contributes different perspectives and creative ideas that enable us to continue to improve every day. Race, gender, ethnicity, country of origin, age, personal style, sexual orientation, physical ability, religion, life experiences and many more factors contribute to this diversity.

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