Arconic’s Tennessee Operations

James Harrison

James Harrison is a renowned professional in the HR fraternity, currently serving as the HR Manager at Arconic’s Tennessee Operations. Navigating a dynamic career path spanning over 27 years, James showcases versatile leadership across manufacturing operations, safety, labor relations, and human resources. He started  as a contingent frontline supervisor at General Motors, advancing through roles such as general supervisor and labor relations manager. His journey reflects a transition from operations to HR, culminating in his current position at Arconic.

How do you collaborate with leadership teams to align your HR strategies with the overall business objectives?

Understanding the business's needs is paramount for an HR business partner. It involves transitioning into a consultant role, collaborating closely with business partners to discern their requirements and then offering tailored HR strategies to support execution. This process hinges on building strong relationships and collaboration with business partners, forming the foundation for effective support.

As an HR professional, it's crucial to act as the organization's conscience, emphasizing emotional intelligence, inclusion and diversity with business partners. Being adaptable and agile in support is also key. Ultimately, my role is to equip partners with the tools and strategies needed to achieve business results effectively.

Could you discuss any noteworthy initiatives that you’re currently working on at Arconic?

We initiated a Craft Development Program at our  Arconic Tennessee Operations to address skilled labor shortages and cultivate our own tradespeople. This program aims to fulfill our operational needs while nurturing skilled trades employees internally. The program was developed in partnership between Arconic, local union leadership and the community college, to enhance the skillsets of our current employees in plant equipment and tasks. The program incorporated classroom training, job shadowing, mentoring, hands-on instruction, and testing to prepare employees for more complex tasks.

“We can tailor leadership development programs to better align with our strategic business goals, ensuring leaders are not only effective in their roles, but also agents of positive organizational change”

The program exemplifies three key takeaways: the power of a paradigm-shifting approach to talent development, the effectiveness of leveraging partnerships for unconventional results and  the importance of applying a continuous improvement mindset to ensure long-term growth and sustainability.

What are some of the challenges that you're currently witnessing that current services are unable to provide an optimal solution?

Our business operations, talent acquisition, retention, and employee engagement, pose significant challenges due to shifting workforce expectations and numerous employment opportunities. To address this, we need adaptive recruiting strategies, robust retention programs focusing on career development and work-life balance, and engagement initiatives fostering a collaborative and fulfilling workplace culture.

Identifying how to address these challenges is crucial for sustaining organizational growth and competitiveness in a rapidly changing employment market.This necessitates a strategic approach leveraging technology and prioritizing a deep understanding of business needs, workforce dynamics, and evolving workplace environments. By focusing on these areas, HR professionals can enhance their ability to attract, develop, and retain top talent, securing a competitive advantage in today's market.

How do you meet business requirements, when it comes to specific aspects of evolving leadership?

The evolving landscape of leadership development greatly impacts how we meet business requirements. Key aspects include emotional intelligence (EI), enabling leaders to effectively manage teams, understand employee needs, and foster positive work environments. Prioritizing inclusion and diversity in leadership development enhances decision-making, innovation, and aligns with broader business strategies, positively impacting results.

Leadership development must also address digital fluency, ensuring leaders are adept with technology and strategic thinking around digital opportunities to maintain competitiveness. Sustainability and ethical leadership are increasingly important, aligning business practices with societal expectations and regulatory requirements. Lastly, adaptability and agility are crucial, enabling leaders to pivot strategies, manage change effectively, and make quick decisions in the fast-paced business environment. Tailoring leadership development programs to these aspects aligns with strategic business goals and fosters effective leadership and positive organizational change.

What would be your piece of advice to your fellow peers or the aspiring professionals out there?
Drawing from my career learnings, I offer five essential pieces of advice, including:

1.Immerse yourself deeply in understanding your business, aligning leadership development with strategic objectives to yield tangible outcomes.
2. Embrace technology's rapid pace of advancement, integrating tools that enhance support for both the business and customers and piloting new technologies on a small scale before full implementation.
3. Prioritize soft skills such as empathy, communication, and adaptability, recognizing their increasing importance in an automated world.
4. Adopt a mindset of continuous measurement and adaptation, gathering feedback and adjusting strategies to meet evolving business needs.
5. Cultivate a culture of continuous learning, modeling this behavior as a leader and fostering an environment where learning is valued and supported, as it is fundamental to effective leadership and talent retention.