Job Summary

This key position oversees the strategic human resource and organizational activities of the business at the leadership level. Responsibilities include, but are not limited to, looking at organizational design and effectiveness, determining staffing and sourcing needs, managing performance programs and talent development, overseeing compensation and bonus programs, driving cultural change, auditing consistency of policy compliance, and delivering timely and effective communications. The HR Manager serves as an integral member of the leadership team.

Essential Functions:

•  Is a trusted advisor, thoughtful sounding board, and a business partner to the company’s Senior Management regarding people and organizational issues, leading by example
• Proactively seeks continual improvement of the efficiency and effectiveness of the HR department functions, processes, and delivery of services to enhance and/or improve business outcomes, ensure compliance to regulations and protect the organization
• Builds and grows the company’s culture by aligning policies and procedures with the company’s vision and core values
• Builds and maintains relationships with all staff members (office, production, board members) in an effort to provide feedback to Senior Management on issues and concerns
• Promotes a high performance work environment
• Works with Senior Management to create an effective recruiting, selection, and on-boarding strategy that is aligned with the needs of the business
  1. Staffing Needs Assessment
  2. Recruitment Practices & Methods (postings, ad placement and use of websites and social media, referrals, and use of professional recruiting services)
  3. Interviewing
  4. Selection Process
  5. Job Offers
  6. On-boarding of new associates
  7. Primary contact for external recruiting
  8. Focuses on bringing in diverse talent and building bench strength 
• Works with Senior Management in the development and management of total compensation structures and programs
  1. Identifies compensation philosophy and strategies to attract and retain top talent
  2. Evaluates and market prices jobs based on market data, location, industry, and other factors
  3. Recommends and develops appropriate associate bonus programs and incentives
  4. Development of benefit package offered to associates, and recommend changes to existing programs
  5. Initiation and management of business wellness program
• Develops and manages talent management and performance management for the organization
  1. Mentors, guides, and coaches managers on performance management, including day-to-day performance related discussions/documentation, performance improvement plans, and associate reviews/feedback
  2. Consults with managers on individual and/or group training and development issues
  3. Recommends training and development strategies for broad and individualized needs
  4. Develops and coaches formal performance management review process, providing documentation to support applicable merit increases
  5. Leads the execution of talent management processes, including talent assessment, development plans, succession planning and leadership pipeline
  6. Provides and creates training and development activities as needed for succession planning and leadership development
  7. Alerts management with any concerns regarding leadership effectiveness

• Leading workplace investigations, employee relation issues, policy creation and interpretation, performance management, medical accommodations, workplace training, organizational change assessment, crisis response, case data analytics, and other workplace projects impacting the employee experience.
• Handle a wide range of complex and highly sensitive employment situations and demonstrate strong emotional intelligence to skillfully interact with employees at all levels of the organization who have a wide range of experiences and backgrounds.
• Conduct complex and sensitive workplace investigations with little supervision, including determining appropriate investigation strategies, leading witness interviews and document review, and determining findings and recommendations for appropriate resolution. Investigation topics include, for example, discrimination, harassment, retaliation, theft, conflicts of interest, and other policy violations.
• Respond to employee complaints with federal, state, and local administrative agencies as needed.
• Manage complex situations related to reasonable accommodations for individuals with disabilities and leave of absences.
• Guide Manager’s on complex performance management issues, including conflict management and performance improvement plans.
• Promote knowledge and understanding of Company policies and of relevant employment laws through coaching, presentations, and training.
• Demonstrated experience leading a wide variety of complex employee investigations and providing employee relations consultations with little supervision

• Reviews and updates associate handbook annually, and drives policy changes where it makes sense
• Drives the need for consistency across the organization when enforcing policies
• Works with managers on team building activities
• Identifies solutions and appropriate responses to complaints from associates
• Develops, recommends, and implements programs to enhance associate morale
• Facilitates timely, high quality, and effective communications within the organization
  1. Works with management to keep the workforce informed on company direction and focus of business to maintain associate engagement
  2. Keeps associates informed of all changes in policies and procedures
• Maintains good public relations status with various civic and welfare organizations, state and local government representatives, and business people in the community
• Complies with all EHS rules and regulations
• Actively participates in professional groups and relevant training to ensure continuous professional growth

Minimum Qualifications:

• Bachelor’s degree in Human Resources or business related field
• Well versed in human resource practices, and State and Federal employment laws/regulations
• 5 years of experience managing multiple HR functions
• 3 years of experience in a manufacturing environment
• Proficiency with the use of a computer and Microsoft Office products
• 2 years experience working with HRIS system

Preferred Qualifications:

• Master’s degree in Human Resources, Organizational Development, or Business Management
• PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification
• 5 years of experience in a manufacturing environment
• Experience with ADP

Work Requirements:

• Strong interpersonal, verbal and written communication skills
• Ability to effectively speak in front of large groups and facilitate discussions/meetings
• Strong organizational skills, ability to multi-task, and manage multiple priorities
• Demonstrated ability to lead people, projects, and initiatives
• Attention to detail
• Analytical skills

Disclaimer:

The above statements are intended to describe the general details of the essential responsibilities being performed in the job. It is not designed to be a comprehensive list of all duties and responsibilities. All associates may be required to perform duties outside their normal responsibilities from time to time, as needed. The company reserves the right to make changes to the job description at any time.