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POSITION SCOPE:
Provide leadership and direction for the Human Resources and Environmental Health & Safety functions in a manufacturing environment. Manage and support the HR Generalist and EHS Coordinator, ensuring timely execution of departmental objectives, regulatory compliance, employee relations, recruiting, workforce development, and safety initiatives. Serve as a hands-on leader who balances strategic planning with active participation in day-to-day HR and EHS operations. This position requires full-time, on-site presence and close collaboration with employees and supervisors to support business objectives, maintain compliance, and foster a safe, engaged, and productive workforce.
JOB ROLES
- Systems Thinker – sees the business and its operation holistically; understands actions and reactions; considers multiple pathways of potential effect before decisions; thinks strategically about interventions with an eye toward scale.
- Optimizer - constantly challenging the organization to work smarter; supports others to ensure they have what they need to do their work successfully.
- Anticipation - looks ahead to minimize potential issues and maximize advantages; prepares others for what comes next.
- Operational accelerator - drives continuous improvement; understands ramifications of automation and other advances; advocates for safety, ergonomics, and scalable solutions.
- Organization and structure - works within existing structures while striving to improve and standardize them; provides accurate information; galvanizes others toward common goals.
- Influence - leverages knowledge, relationship, data and perspective to persuade, educate and navigate; gains buy in and adoption of ideas and practices at scale; interacts with a variety of stakeholders.
- Data informed--focused on things that drive quantifiable business outcomes; evaluates based on quantitative feedback; knows and explains the “why” behind actions.
- Prioritized reaction--handles the unexpected without losing sight of important objectives; reacts where greatest leverage points exist.
- Relationship--connects individually and with teams across shifts and practices; builds rapport and commonality; creates a “win together” ethic; serves as liaison between shop floor and engineering; keeps the pulse of the floor; helps people feel heard.
ESSENTIAL DUTIES and RESPONSIBILITIES
TALENT ACQUISITION & ONBOARDING:
- Develop and identify recruitment strategies to fill non-exempt and exempt positions. Build relationships with outside recruiters and staffing agencies.
- Manage and assist in all recruitment activities to fill open positions, including job postings, sourcing, interviewing, immigration matters, and drafting offer letters. Provide follow-through with candidates and set up and monitor pre-employment drug tests and background checks.
- Manage and assist with employee on-boarding activities such as new hire orientation and training procedures; answer employee questions and provide support to managers when integrating new hires into the organization.
- Executes weekly staffing updates and maintains staffing reports, communication with managers, VP/GM, and VP/HR as needed for new job requisitions.
- Update job descriptions as needed and ensure a job description is documented for all positions within the division.
- Oversee and assist with uploading of job descriptions into the HRIS system, ensuring that each associate has a signed job description on file, and maintaining accurate records of these documents.
COMPENSTATION & BENEFITS:
- Manage and assist with benefit enrollments including annual open enrollment. Ensure timely completion of enrollments.
- Administer employee benefit programs, answer employee questions, and support claim resolution.
- Analyze compensation structures and reward programs and propose revisions as necessary.
- Ensure timely and accurate administration of inputting rate of pay, pay increases and bonuses.
- Ensure timely and accurate payroll and timekeeping.
- Manage the PTO reset for the upcoming year, ensuring accurate records and smooth transitions.
- Handle due company removal in HRIS/Payroll system before year-end in December.
HEALTH & SAFETY RELATED:
- Promote and lead by example for all safety rules and PPE requirements.
- Partner with management and peers to create a safety culture through education, effective coaching, an active safety committee and continuous improvement.
- Oversee safety committee meetings, and provide direction to EHS Coordinator
- Monitor EHS action items list to ensure timely completion
- Actively tracking and ensuring implementation of employee safety suggestions.
- Manage incident investigation to completion, maintain training records, OSHA logs, safety dashboard, and keep in compliance.
- Facilitate onsite safety audits by inviting OSHA and Risk Insurance, while ensuring timely corrective actions and responsive communication.
- Responsible for delivering monthly ‘Toolbox Talks’ (Safety Chats) materials to department heads, ensuring their active engagement and compliance, and efficiently uploading the training information into Paycom and EHS folders.
- Regularly pull skilled certificates reports, schedule, and conduct training recertifications to ensure compliance with OSHA.
- Schedule and manage annual hearing tests for employees, promoting their health and safety in the workplace.
- Monitor associate leave programs including Workers’ Compensation, FMLA, STD, and LTD. Coordinate with corporate HR on administration of claims. Provide guidance to the application and coordination of leave plans.
ETHICS, COMPLIANCE, CULTURE, & EMPLOYEE RELATIONS
- Builds positive and productive relationships and works cooperatively with associates in a team environment.
- Mentors’ management on how to effectively apply the Company’s values, policies, and procedures.
- Ensure compliance with regulatory activities such as EEO, ADA/ADAA, OSHA/Safety, Workers Compensation, Unemployment, FMLA, FLSA, etc.
- Serve associates as well as management by handling day to day questions and helping resolve work-related problems.
- Provide support and guidance to HR generalist, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, disciplinary, demotions, and terminations.
- Develop and align HR initiatives to the business strategy which includes the ability to identify, analyze, understand, and articulate business goals and objectives at the plant level.
- Assists in creating and communicating company policies, procedures & promotes understanding of policies and procedures within the organization.
- Manage smooth execution of monthly Employee Appreciation events, company events, and volunteer initiatives. Assist HR Team with the planning and implementation of these events and others.
- Conduct employee surveys and employee meetings.
- Maintains bulletin boards with updated information i.e. labor board, policies, company announcement.
- Maintain organizational brand management through local and national recognition programs.
- Pursue local and federal grant funding for continued training and development for divisional needs.
TALENT DEVELOPMENT & PERFORMANCE MANAGEMENT
- Leads, motivates, and manages HR generalist to achieve maximum productivity by instructing, directing, and assisting associates in duties, best practices, data integrity, procedures, policies, rules, and regulations and ensuring adherence to standard work.
- Work with management and peers to ensure a robust system for clarifying individual and team performance expectations, ensuring timely feedback and ongoing improvement plans are carried out.
- Identify training and development opportunities; Organize and conduct staff training sessions, work with academic institutions, and external training providers to plan and execute training and education activities for employee development plans.
- Coordinate and facilitate succession planning meetings to discuss employee performance, development, and goal setting.
- Identify, train, and advises managers and supervisors on employee relations issues, performance appraisal administration, salary administration, and other plant human resource related issues.
- Investigates employee issues, concerns, and conflicts which include policy violations, discrimination, harassment, and other workplace misconduct. Take appropriate actions and bring them to a resolution.
- Create, distribute, and ensure timely completion performance reviews and supervisor scorecard metrics. Provide regular communication on the status of performance reviews.
- Collaborate with department heads to update Skills Development Matrix on a quarterly basis and display for Production Team.
- Collaborate with supervisors to conduct position impact analysis as required for layoff situations.
ADDITIONAL RESPONSIBILITIES
- Efficiently maintain the filing of papers, including scanning and uploading documents into various systems and drives, ensuring proper organization and accessibility of important records.
- Regularly attend and actively contribute valuable insights and ideas to the discussions in daily and weekly production and management meetings, ensuring completion of assigned tasks and goals.
- Conduct routine walks on the production floor during each shift to observe and engage with employees.
- Ensure data integrity within Paycom by accurately handling changes in shift assignments, department transfers, reporting updates, schedule modifications, documentation maintenance, etc..
- Generate HR Reports and analyze HR Reports to monitor and improve HR performance.
- Design, create, and distribute employee communications as needed.
- Uphold, promote, and model by example the Company’s Core Values.
- Comply and perform duties in accordance with all company employment policies, procedures/processes, and programs.
- Regularly communicate with VP/HR, VP/GM, and management on important issues.
- Regularly reports for work on time with a desire to perform to the best of your abilities.
Other duties are assigned from time-to-time.
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PHYSICAL AND OTHER REQUIREMENTS:
Please note: Continuously (80%-100%), Frequently (21%-79%), Occasionally (up to 20%)
- Possess good physical stamina and coordination. Specific physical requirements of the position include the ability to continuously and repetitively:
- Sit at a computer for prolonged periods of time.
- Proficient manual dexterity, including the ability to type, handle, feel, grasp, and manipulate objects using the hands.
- Effective communication skills, with the capability to interact and exchange information with others.
- Ability to see clearly at close and distance ranges, distinguish colors, maintain peripheral vision, perceive depth, and adjust focus as necessary.
- Promptly detect and respond to visual and auditory safety instructions, alarms, and signals.
- Frequently and repetitively:
- Walk and stand for prolonged periods of time.
- Occasionally
- Required to stand, climb, or balance.
- Ascend and descend on stairs and platforms.
- Lift or carry materials weighing up to 25 pounds and periodically care or lift materials weighing up to 50lbs.
- Maintain balance and stability while performing job duties, including the ability to bend, push, pull, twist, kneel, crouch, and reach.
- Work in a loud manufacturing environment that is not climate controlled (conditions can be hot or cold).
- Exposure to moving equipment and recognizes potential exposure to environmental, mechanical, chemical, electrical, and explosive hazards.
- Wear personal protective equipment, for example: safety glasses, gloves, hats, ear plugs, and steel-toed safety shoes while on the plant floor.
The physical demands described here are representative of those that must be met by the Associate to successfully perform the essential and additional duties and responsibilities of this position.
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