Human Resources Manager

Essential Functions:

 Human Resources Administration and Compliance

• Develops, maintains, communicates and advises on policies, procedures and practices in accordance with state and federal laws; develops and administers the Union and NonUnion Employee Handbooks; reviews on an annual basis
• Provides leadership and supervision in interpreting and applying the collective bargaining agreement, processing time, and maintaining systems and records
  • Oversees employee investigations and disciplinary meetings
• Works with all employees to improve company culture through employee engagement
• Manages annual compliance reporting for federal, state, and local compliance, which includes but is not limited to: the Affordable Care Act; Equal Employment Opportunity Component 1 reporting; Department of Fair Employment and Housing reporting
• Assists managers and employees with goal setting; encourages SMART goals focused on pay for performance; drive employee and manager accountability by regularly reviewing progress toward personal and stretch goals
• Develops and delivers essential foundational training to a variety of employees regarding the employee handbook and other human resources-related topics
• Handles discipline and termination of employees in accordance with company policies and CBAs
• Maintains knowledge of trends, best practices, regulatory and employment legislation, and new technologies in human resources, talent management, and employment law

Leadership

• Directly supervises HR Generalist and Employee Engagement Specialist, responsible for factory time & attendance, Union Job bids, Retention strategies, HR administrative support and reporting.
• Facilitates a work environment that supports a commitment to zero lost time work days and 100% environmental compliance, ensuring a quality product and workplace
• Acts as a link between management and employees by handling questions, interpreting and administering policies and work rules, and helping resolve work-related problems including, but not limited to: offering guidance to employees dealing with personal issues, guiding in the interpretation of the Collective Bargaining Agreement, and conducting investigations and responding to legal requests
• Promotes SMBSC as an Employer of Choice by identifying new business relationships to promote the Company; establishing long-term relationships with media sources to increase presence in the community; serving on steering committees to represent SMBSC in community events; and attending events and speaking engagements to promote SMBSC’s engagement efforts
• Contributes to the formulation of annual operating and capital budgets for human resources; recommends and maintains budgeting allocation for needs based on SMBSC’s established financial guidelines and business planning process
• Coaches, develops, and mentors employee progression departmentally and globally: providing resources to increase individual knowledge, conducting regular reviews evaluating employee performance, and working with employees to mitigate opportunities for improvement, and setting employment expectations through accountability
• Attends staff meetings as necessary
• Maintains human resources memberships and affiliations with trade and/or professional organizations related to the company

Core Competencies and Skill Requirements:

• Broad understanding of general human resource practices
  • Knowledge of labor laws and regulations to legally recruit and retain personnel and properly administer compliance programs
  • Ability to evaluate information to determine compliance using relevant information and individual judgment to determine whether policies, procedures and programs comply with laws, regulations and standards
  • Ability to keep up-to-date with changes to regulations and standards and ability to apply the new knowledge at SMBSC
  • Ability to provide guidance and expert advice to executive management and other groups based on technical, system-related or process-related topics in human resources
• Demonstrated critical thinking skills
  • Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems
  • Ability to listen to and understand information and ideas presented through spoken words and sentences
  • Ability to read and understand information and ideas presented through written sentences and paragraphs in work-related documents
  • Ability to quantify costs associated to human resources functions such as benefits, pay and other employment costs, which includes estimating costs, resources and materials needed to provide a fully-functioning work force
• Strong conflict management and resolution skills
  • Ability to handle complaints, settle disputes and resolve grievances and conflicts; negotiate with internal and external audiences
  • Ability to maintain a high level of interpersonal skills to handle sensitive and confidential situations
  • Ability to define problems, collect data, establish facts and draw conclusions
• Excellent written and oral communication skills
  • Ability to develop constructive and cooperative working relationships with internal and external audiences and maintain these relationships over time to advance the overall public image of SMBSC
  • Ability to have a high attention to detail
  • Ability to communicate with employees, prospective employees, partners and others to answer questions and distribute information
• Commitment to safety
  • Ability to work in a responsible, safe manner by adhering to SMBSC’s safety protocol

Required Education and Experience:

• Bachelor’s degree in Human Resources, Industrial Relations, or related field
• Five or more years of experience working in human resources; SHRM CP or SCP accreditation preferred
• Three to five years of knowledge of HRIS and reporting. Experience with UKG and WFM a plus.
• Experience working with and interpreting a Collective Bargaining Agreement

Salary : $49 - $80