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S&C Electric Company
S&C Electric Company
1001 – 5000 Darbinieki
H1B vīzas sponsorsAparatūraEnerģētikaRažošana
S&C Electric Company izstrādā un ražo iekārtas un programmatūru, kas palīdz elektroapgādes uzņēmumiem, kā arī komerciālām un rūpnieciskām organizācijām sadalīt un aizsargāt elektroenerģiju. Uzņēmuma produktu klāstā ietilpst sadales iekārtas, automātiskās atkārtotās ieslēgšanas ierīces, drošinātāji, komplektās apakšstacijas, vadības ierīces, mikrotīklu vadības sistēmas, kā arī automatizācijas un sakaru programmatūra sadales tīklu pārvaldībai. Uzņēmums nodrošina arī inženiertehniskos, konsultāciju, kiberdrošības, laboratorijas un lauka pakalpojumus. Tā darbs atbalsta elektroenerģijas infrastruktūru lidostās, datu centros, valdības un militārajos objektos, veselības aprūpes iestādēs, raktuvēs, universitātēs un notekūdeņu attīrīšanas iekārtās. Galvenā uzmanība tiek pievērsta elektrotīkla uzticamībai, noturībai, automatizācijai un bojājumu novēršanai gan pazemes, gan gaisvadu sistēmās.
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Vakances uzņēmumā

Senior Career Architecture Lead – S&C Electric Company, Chicago Hybrid

Lead job architecture, competencies, and career pathways for corporate and manufacturing roles at employee-owned S&C Electric Company. The role supports talent management and workforce transformation in a hybrid Chicago setting.

USAmerikas Savienotās ValstisILIlinoisa
116 534 $ – 154 413 $ / gads
HibrīdiPilna slodzeVecākais speciālistsNepieciešamā Valoda: angļuArhitekts

Apraksts

  • Maintain and improve job architecture and career framework standards for salaried and production hourly roles.
  • Advise HR partners and leaders on role placement, leveling, and career progression decisions.
  • Coordinate with Talent Management, Learning, and HR leaders to connect career architecture with performance management, talent reviews, succession planning, career development, and internal mobility.
  • Work with HR and operations stakeholders to ensure production hourly job architecture reflects manufacturing work and shop-floor conditions.
  • Identify framework gaps such as leveling drift, inflated titles, inconsistent profiles, and irrelevant skills or competencies, then recommend updates.
  • Lead the development and refinement of competencies and skills across job groups.
  • Support organization design by assessing structures, role alignment, spans and layers, reporting lines, and workforce composition.
  • Research external practices and benchmarks and turn findings into practical recommendations.
  • Create and maintain guidance and decision tools, including role and profile standards, titling guidance, and FAQs.
  • Train, coach, and advise stakeholders to encourage adoption of job architecture, career frameworks, and governance.
  • Contribute to projects involving career frameworks, job profile quality, job catalog upkeep, and alignment with HR processes and systems.

Prasības

  • Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, or a related field, or equivalent experience.
  • At least 7 years of progressive experience in job architecture, career frameworks, talent management, organizational effectiveness, workforce planning, or a related discipline.
  • Experience implementing career frameworks and job architecture for both non-hourly and production hourly roles in manufacturing or operations.
  • Working knowledge of job architecture elements, including job families, levels, profiles or descriptions, and titling conventions.
  • Experience evaluating role and profile alignment, finding gaps or inconsistencies, and recommending practical improvements.
  • Experience consulting with and influencing leaders across functions and organizational levels.
  • Ability to build consensus among HR and business stakeholders with different perspectives.
  • Ability to work independently with limited supervision and provide support or training to others as needed.
  • Clear communication skills for explaining standards and encouraging consistent adoption.
  • Strong analytical and documentation skills, including creating guidance, decision tools, and clear role and profile content.
  • A master’s degree in a related field is preferred.
  • Relevant HR, talent, compensation, or job evaluation certification, such as SHRM, HRCI, or CCP, is preferred.
  • Experience partnering with manufacturing or operations leaders on role clarity, progression expectations, and job structure for shop-floor organizations is preferred.
  • Experience aligning job profiles with talent processes in a Talent Management context is preferred.
  • Experience with HRIS or HCM systems that maintain job structures, profiles, or competency frameworks is preferred.

Priekšrocības

  • Annual incentive plan, subject to eligibility criteria.
  • Hybrid work arrangement.
  • Employee ownership; the company is 100% employee-owned.
  • Opportunities to make a positive impact at work and beyond.

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