Human Resource Manager

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HR Lead

This position offers assistance, guidance, and oversees all Human Resources functions for a manufacturing facility. Responsible for creating and implementing Human Resources programs, such as: employee relationships, talent acquisition, training, communication, compensation, and regulatory compliance. In this role, the Human Resources Manager will directly report to the Regional Director but will serve as the business partner on a daily basis to the Operations Director.

  • Supports plant employee relationships by aiding supervisors in counseling associates, monitoring employee separations, guiding employees through workplace issues, developing plant policies and procedures, communicating policy interpretations to management teams, and ensuring open employee communication.
  • Completes administrative tasks by performing public relations duties, participating in staff meetings, supervising company donations and sponsorships, managing the company uniform program, and acting as the company representative for unemployment hearings.
  • Ensures compliance with federal, state, and local regulations by creating and maintaining the Affirmative Action Program, attending educational training seminars, and conducting research to ensure compliance.
  • Facilitates recruitment for plant exempt, non-exempt, and temporary positions by working with recruiters on open positions, creating advertisements for the media, coordinating staffing with management, scheduling and conducting interviews, and assisting in employee orientations.
  • Manages employee recognition programs by organizing and executing company functions, maintaining service awards and gifts.
  • Serves as a resource for employees, ensuring their understanding and compliance with HR policies and regulations.
  • Oversees employee relations to develop and implement HR initiatives aligned with the business that foster effective employee and management relationships.
  • Keeps management informed of potential problems and recommends and implements appropriate solutions.
  • Suggests innovative approaches, policies, and procedures for continuous improvement. Serves as a catalyst for change in the plant.
  • Participates in the development and implementation of the plant’s goals, objectives, and systems.
  • Monitors key performance indicators in Human Resources, identifies underlying causes of workforce issues, and drives improvement initiatives.
  • Manages and maintains department records and reports.
  • Actively participates in company-wide HR projects and meetings.
  • May oversee relationships with vendors.
  • Collaborates with the Compensation and Benefits team to ensure competitive programs are in place for attracting and retaining talent.
  • Partners with Safety to promote and maintain a safe work environment and ensure compliance with OSHA regulations.
  • Performs any other assigned duties.

Minimum Job Requirements:

Education/Certifications and Experience:

  • A Bachelor’s or Master’s degree in Human Resources, Business Administration, or a related field.
  • 3 – 5 years of experience working in an HR manufacturing environment.
  • Experience working with HRIS – Workday.

Knowledge, Skills, and Abilities:

  • Preferred bilingual skills in English and Spanish.
  • Proficiency in Microsoft Word, Excel, PowerPoint, and Access.
  • Ability to lead a team and be self-motivated.
  • Ability to handle multiple tasks in a dynamic and ever-changing environment.
  • Strong analytical, reasoning, and mathematical skills.
  • Excellent communication skills with the ability to present to large audiences.
  • Effective communication with senior management.
  • Strong phone skills, maintaining consistent communication with all parties.
  • Excellent verbal and written communication skills.

Supervisory Responsibilities:

  • Oversee one or more Human Resources Administrators or Generalists.
  • Supervise and monitor work performance with assistance from other supervisors or administrators, including making final decisions on hiring and disciplinary actions, evaluating program/work objectives and effectiveness, and adjusting work and staffing assignments as necessary.

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