Overview

The HR Manager provides leadership over all aspects of the HR function in our Phillipsburg, New Jersey plant. This is a heavy manufacturing, union environment. Responsibilities includes overseeing personnel and daily operations of the Human Resources Department: Total Rewards (compensation and benefits); Talent Acquisition (recruiting, new hire on-boarding, orientation), Talent Management (succession planning, performance management & development), Learning & Organizational Capability (performance management, training delivery & design), HRIS administration, Short Term Disability/FMLA, government & legislative compliance, employee and labor relations, and employee engagement initiatives. The HR Manager works collaboratively with union and management employees to develop and maintain a positive culture to hire and retain employees.

McWane is an equal opportunity employer committed to providing equal employment opportunity in all employment practices. McWane will not discriminate against any applicant for employment because of their race, color, religion, sex, national origin or ancestry, age, sexual orientation, gender identity or expression, pregnancy, physical or mental disability, veteran or service member status, marital status, citizenship status, genetic information (In IL - order of protection status, military status, unfavorable discharge status), or any other category protected by federal, state or local law.

Responsibilities

• Lead Labor contract negotiations preparation and negotiations
• Manage employee issues by reviewing issue, interviewing involved employees, making decisions or recommendations on corrective action, administering discipline and/or terminations
• Manage union grievances for all steps. (i.e., receive and document grievance, participate in grievances, make recommendation to upper management, document and submit Company’s position to union, manage final action).
• Establish and maintain a strong working relationship between Company and union employees.
• Respond to daily inquiries regarding the interpretation of company policies, procedures, programs, and union contract compliance.
• Partner with the plant leadership team to ensure HR initiatives are aligned with organizational goals and objectives.
• Manage training & development for sexual harassment, employee handbook policies, interviewing techniques, discipline and termination processes, annual review of policies, updates to state/federal laws, Code of Conduct review, and other general training.
• Manage Performance Management process – mid-year and annual. Review and provide feedback to management and ensure that all documents are completed timely and filed in personnel file.
• Manage salary administration program to ensure compliance and equity within organization. Conduct wage surveys within labor market to analyze market and economic trends and compare wage rates to current rates within Company.
• Talent management – recommend and participate in employee development & succession planning, processes. Includes: staffing, retention strategies, promotions, performance improvement plans and terminations, etc.
• Drive the alignment and execution of key people strategies that attract and retain employees to support the organization’s short and long-term business goals.
• Manage the recruiting and orientation process and provide support in the selection of applicants to fill vacant positions (in compliance with federal AAP standards) for hourly/non-exempt/exempt positions (i.e., internal/external postings, search for candidates via multiple outreach methods).
• Manage personnel transactions such as hiring, promotions, transfers, retention, and terminations.
• Manage union job openings by posting jobs, accepting bids, review candidates, selecting candidate, notify employee who was awarded the position and posting a notice of awarded job.
• Assist with creating and updating job descriptions and job postings.
• Manage and conduct annual audits (i.e., HR department audit, pension audit, benefit review, I-9 review/compliance, personnel files, etc.)
• Ensure Company is compliant with all state and federal regulations, postings, policies and procedures and reporting. Apprise VP/GM and managers of updates and/or changes.
• Manage benefits administration, including but not limited to annual open enrollment, new hire enrollment, benefit terminations, 401k, pensions, and audits and reporting.
• Coordinate management training for interviewing techniques, terminations and promotions meetings, performance review feedback, safety, sexual harassment, and Code of Conduct.
• Process monthly invoices and payment for vendors, employee events, and state and unemployment taxes.
• Prepare employee separation notices by updating HRIS system, removing personnel file and I-9 from active file, conduct exit interviews, retrieve company property, mail termination letter and NJ state unemployment notices and notify benefit vendor.
• Represent the organization at personnel-related unemployment hearings and investigations.
• Manage Leave of Absence process including Short-term Disability (private plan), NJ Family Leave Insurance, FMLA and process deductions and payments.

Qualifications

Management Responsibilities: Directly supervises HR team members and the daily functions of the HR department. Carries out managerial responsibilities in accordance with Company policies, procedures, practices, and applicable laws.

Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative, but not all inclusive, of the knowledge, skills and or abilities required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Five (5) years’ progressive human resources generalist experience and possess skills relating, but not limited to: Total rewards, recruiting, employee/labor relations, developing, implementing, maintaining HR policies and other HR initiatives.
• Bachelor’s degree (HR related field) or equivalent work experience (union experience preferred).
• At least three (3) years’ experience managing human resources team members is required.
• Union and or Collective Bargaining Experience.
• Bilingual in Spanish – heavily preferred.
• Previous experience working in a manufacturing environment required.
• Previous experience working in Union Shop (i.e., contract negotiations, conducting investigations, handling grievances, etc.).
• Knowledge of local and federal labor laws, including NLRB, EEOC, COBRA, AAP, ADA, ADEA
• SPHR/PHR or SHRM-CP/SCP Certification preferred.
• Strong computer skills with proficient experience with Microsoft Office Suite (i.e., Word, Excel, PowerPoint, and Outlook).
• Experience with HRIS systems, UltiPro, Principal (pension), Fidelity (401k) preferred.