Occupational Summary: The primary responsibilities of the Human Resources Manager is to assure compliance to all applicable federal state and local laws and company policies, and to act as the ombudsman for the organization regarding employee and ethical matters.
Duties and Responsibilities:
Recruiting: oversee the recruiting of Non Exempt employees and lead the recruiting efforts for Exempt positions;
Training: regularly assess divisional training needs and seek to deliver programs that satisfy those needs; assist with the coordination of all training activities as needed; carry out required annual training such as Intellectual Property;
Employee Relations: the HR Manager is the key to dealing with employee issues and as such must have an open door and be willing to communicate and facilitate solutions to all matters;
Performance Management/Compensation: oversee the semi annual and annual performance review and merit increase process; monitor this process to assure equity and fairness within all departments; monitor compensation among employees to assure fairness and equity as well as overall competitiveness within the market
Compliance: complete all necessary compliance reporting requirements including Affirmative Action and EEO-1 as well as assuring compliance to all applicable wage and hour laws, FMLA, ADA, ADAA, EEO, Vets-100, Workers Compensation, etc.;
Worker’s Compensation: oversee the reporting and handling of all claims; take a pro active role to improve workplace safety to reduce the number and cost of claims;
Employee development: oversee the professional development program and take an active role in working with employees in their development activities; identify potential candidates for professional development;
Teamwork: be an active and supportive member of the divisional management team; pro actively work with managers to identify areas where HR can assist with training and development; provide managers with monthly reports on attendance and accrued time balances; work with other divisional HR Managers in the identification and implementation of best practices
Bachelor’s degree in Human Resources, Business or closely related field
SPHR/PHR or SHRM HR certification
Minimum of 10 years of experience in Human Resource management preferably in a manufacturing environment, experience with benefit plan determination and fiduciary responsibilities at some level is required. Involvement with multiple shifts and multiple locations is a plus. Experience in strategic planning is required.
Demonstrated leadership skills, preferably in a multi-shift manufacturing environment
Understanding of business principles including finance, accounting and budgeting
Understanding of federal and state laws as applicable to HR
Strong project management skills
Strong interpersonal and communication skills
Proficient in MS Office applications
Ability to function at the employee level but also be able to take a long range approach to meeting business needs
Strong analytical abilities and knowledge of employment law
Ability to prioritize and delegate
Ability to facilitate solutions to employee relational matters effectively
Ability to maintain a high level of confidentiality at all times
Proven ability to work as a coach and a mentor and ongoing commitment to
leadership development initiatives
Ability to make recommendations and influence both up and down throughout the
Note: Physical job requirements may include standing, use of hands to carry out job functions as well as sitting and standing during the course of the job.
THE ABOVE DESCRIPTION COVERS THE MOST SIGNIFICANT DUTIES PERFORMED BUT DOES NOT EXCLUDE OTHER OCCASIONAL WORK ASSIGNMENTS NOT MENTIONED. THE INCLUSION OF WHICH WOULD BE IN CONFORMITY WITH THE FACTOR DEGREES ASSIGNED TO THIS JOB.