- Assist leadership in achieving alignment of people and business objectives as follows:
- Consult and maintain productive relationships with leadership by:
- Conducting regular meetings with respective department/plant leadership.
- Working with leadership and staff to implement effective transitions including the separation and exit interview process.
- Consulting with management providing human resource guidance when appropriate.
- Providing performance management guidance to management (coaching, counseling, career development, disciplinary actions).
- Working closely with management and employees to improve work relationships, build morale, increase productivity and retention.
- Identifying training needs for department/plant(s) and individual leadership coaching.
- Provide assistance with talent management, recruitment, and organizational design and structure by:
- Promoting the Company's employee value proposition internally and externally.
- Assisting leadership in the identification of new roles, evaluation of talent, and sourcing new talent for key roles working with and through the Talent Acquisition Team.
- Providing guidance and input on division restructures, workforce planning and succession planning.
- Analyze, measure, and develop solutions by analyzing trends and metrics in partnership with the broader HR team and developing solutions, programs and policies.
- Manage and resolve complex employee relations issues by conducting effective, thorough, and objective investigations and providing advice to management.
- Interpret and advise management on legal and internal employment law and policies by:
- Maintaining in depth knowledge of legal requirements related to day-to-day management of employees.
- Reducing legal risks and ensuring regulatory compliance by partnering with internal and external legal counsel as needed/required.
- Providing human resources policy guidance and interpretation.
- Model effective communication by serving as an effective communicator across the organization.
- Conduct new employee orientation and ensure a positive employee experience through onboarding.
- Manage unemployment claims including attendance at hearings as appropriate.
- Manage plant uniform program.
- Provide assistance to the director of Human Resources on special projects including participating in developing HR strategy, goals, objectives, and systems.
- Assist with the creation of the Affirmative Action (if applicable) and annual Equal Employment Opportunity reports (EEO-1).
- Work and communicate in a team environment.
- Other duties may be assigned as required by the Company.
- Education: Undergraduate Degree in Human Resources, Business Administration or related field or commensurate experience.
- Licenses/Certifications:
- PHR or SHRM Certified preferred
- Knowledge, Skills, & Abilities:
- Strong consulting and interpersonal skills including, the ability to develop strong, trusting relationships in order to gain support and achieve results and to take initiative and identify client needs and make recommendations for implementation.
- Strong conflict management and negotiation skills.
- Business literacy including the ability to effectively envision, develop, and implement new strategies to address competitive, complex business issues.
- Minimum of eight to ten years of successful experience as an HR professional, including:
- Knowledge of HR disciplines, including compensation practices, organizational diagnosis, employee relations, performance management, federal and state respective employment laws.
- Experience resolving complex employee relations issues.
- Experience leading change management initiatives.
- Excellent listening and verbal communication skills, including the ability to communicate effectively, persuasively, and tactfully with diverse individuals and groups; facilitate and provide effective training; coach; elicit important information; and gain agreement when appropriate.
- Excellent written communication skills, including the ability to clearly, concisely, and persuasively compose correspondence, narrative reports, informational articles, guidelines, procedures, training materials, and job aids for internal and external audiences that effectively persuade, inform, and/or convey intended messages using appropriate structure, grammar, word usage, and tone..
- Ability to work as an effective team member with staff at all levels and departments throughout the Company.
- Experience effectively utilizing personal computers (Microsoft Office) and the Internet for research.
- Familiarity with e-mail and calendaring, presentation, database, flowchart, data management, applicant tracking, and human resources information systems and applications or the willingness and the ability to gain promptly (Microsoft Outlook, PowerPoint, and Access; Visio; Kronos Workforce Ready, Time and Attendance, and applicant tracking system preferred).
- Ability to work independently and to establish, monitor, and achieve goals with minimal supervision.
- Excellent organizational skills, including the ability to effectively and competently handle multiple priorities simultaneously and the flexibility and ability to quickly adapt to changes.
- Flexibility to work the number and schedule of hours needed to accomplish regular and ad hoc job responsibilities.
- Excellent performance in present and past positions.
- Commitment to excellence in customer service and other Company values.
- Core Competencies:
- Independent problem solver
- Decision-maker: including appropriate problem identification, research and analysis, idea generation, and implementation of resolutions
- Orientation
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Description
Essential Duties and ResponsibilitiesQualifications
Please refer to the general office physical demands checklist for more information regarding the working conditions and physical requirements for this job.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
