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    Human Resources Manager II - Chicago, United States - Metropolitan Water District

    Metropolitan Water District
    Metropolitan Water District Chicago, United States

    1 week ago

    Default job background
    Description
    Responsible for the overall management and results of the HR department within a large, complex, continuous operating facility of 600 or more employees, with focus on:
    Meeting Key Performance Indicators (KPI's) for safety, quality, production,maintenance,efficiency, and service.
    Leading and developing the HR team.
    Understanding, supporting, advising and partnering with local management to effectively drive business results and achieve company goals.

    Leading, implementing, championing, administering and monitoring people-related programs and initiatives aligned with applicable laws/regulations, local business objectives, broader company goals and the strategic plan.

    Working with management to create a positive experience for employees throughout the employment life cycle via recruitment processes, performance/compensation management, training & development, and succession management programs.


    Day-to-Day Role:


    Manage and promote practices and processes intended to provide safe products that comply with appropriate laws and regulations, meet the company quality standards, and serve the needs of our customers.

    Take ownership and demonstrate leadership necessary to achieve goals specific to Safety, Quality, Service, Efficiency and Employee Development
    Monitor KPI's anticipating and correcting trends which would compromise achievement of targets
    Lead by example to promote and encourage employees to strongly commit to safety and GMP (Good Manufacturing Practices)

    Support, consult, train and coach all levels of the management team regarding people-related laws, policies, programs and issues to help managers make informed decisions, which ultimately advance business objectives.

    Collaboratively influence and/or challenge perspectives when appropriate.
    Oversee the implementation of HR programs, and use continuous improvement methodologies to monitor existing programs for efficiency/effectiveness.
    Partner with management to address organizational effectiveness issues using root-cause analysis and process improvement methodologies.

    Manage recruitment and staffing plans that meets the current and long-term needs of the organization in a manner consistent within legal guidelines and relevant affirmative action plans.

    Generate, monitor and interpret various reports as required to provide the local management team, as well as Corporate departments, clear, accurate and actionable information to help make informed business decisions.

    Determine and recommend engagement/retention strategies necessary to maintain a positive employer-employee relationship and promote a high level of employee morale and motivation.

    Monitor employee satisfaction and engagement though various methods such as pulse surveys, and stay/exit interviews.
    Conduct thorough, objective investigations when employee complaints or concerns are brought forward.
    Monitor the implementation of a performance improvement process with non-performing employees.

    Oversee general employment practices including interviewing process, participating in disciplinary actions and terminations in accordance with corporate guidelines and applicable local, State and Federal laws.

    Coordinate and develop management training in interviewing, hiring, terminations, promotions, performance reviews, leave management, etc.

    Audit the floor as required by Leader Standard Work, monitor productivity metrics, verify adherence to procedures / standard work and correct deficiencies as necessary.

    Understand, support and follow management expectations in alignment with company values

    Core Skills and Qualifications:
    The ideal candidate must possess all of the following:
    Bachelor's Degree and five (5) years of supervisory experience managing HR staff. Equivalent combination of education and experience will be considered.
    Five (5) years of experience consulting management on complex employee relations, and organizational effectiveness issues.
    Displays strong interpersonal skills and is accessible and approachable

    Excellent verbal and written communication skills necessary in order to persuade and influence decision making of individuals, groups, or work teams, and to explain issues.

    Advanced experience using Microsoft Office, including the ability to create reports, documents, presentations and spreadsheets in MS Word, MS Excel, and MS PowerPoint.

    Advanced computer skills and demonstrated ability to use HR Information Systems to generate reports, analyze data, and interpret results.
    Understand and apply common local, State and federal HR/employment-related laws and regulations, such as FMLA, FLSA, ADA, etc.

    Ability to develop creative solutions to non-routine problems, master new concepts quickly and efficiently, and to turn concepts into practical application/action.

    Solid understanding of key HR metrics and a general knowledge of principles/practices of HR.
    Advanced experience using root cause analysis and/or other process improvement methodologies that can be applied to complex issues.
    Expert level skills in organizational development, employee relations, change management, and project management.
    Strong presentation, organizational, and analytical skills.
    Ability to maintain confidentiality.

    Demonstration of minimum proficiency with the English language in order to ensure effective new hire training and on-going communications about safety and quality issues.

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