HR Manager

• Help develop the manufacturing site's plans and programs as a strategic partner.
• Maintain effective employee relations practices, including relationships with third-party/union representative.
• Evaluate and advise on new programs/strategies as those items influence the attraction, motivation, development and retention of the people resources.
• Ensure a proactive recruiting strategy, selection techniques and compliance with legislated requirements, such as EEO and ADA. Ensures talent pool is in place for all levels of the organization and assimilate new employees into our organization.
• Provide employee relations counsel to managers and employees on HR matters including performance, discipline, or-ganizational decisions and career development. Provides interpretation and guidance on human resources policies and employment law.
• Develop human resource planning models to identify competency, knowledge and talent gaps, and develop specific programs for the filling of the gaps. Areas of focus will include talent management through proper succession planning programs for main contributor and management positions and training programs to prepare employees for more responsibilities, and general business development programs to enhance employee understanding of the business, the company, and the industry.
• Implement programs to support driving Givaudan's culture towards improved customer focus, improvement and safety.
• Provide on-site compensation and benefit consultation and administration including annual merit and incentive cycles, performance appraisals, and benefits inquiries. Ensure fair and competitive positioning of salaries through internal equity and external market analysis with Compensation COE.
• Manage the Worker's Compensation site program, and non occupational illness/injury Short Term Disability, FMLA and LTD programs. This in partnership with corporate HR and the benefits department where applicable.