ProAmpac is a leading global flexible packaging company with comprehensive product offerings. Providing creative packaging solutions, industry-leading customer service and award-winning innovation to a diverse global marketplace. We are guided in our work by five core values that are the basis for our success: Integrity, Intensity, Innovation, Involvement, and Impact.

In partnership with the entire ProAmpac Human Resources Team, the Human Resources Generalist will be responsible to maintain, support, and enhance the organization's talent, culture and functional excellence, while building a strong partnership with the business leaders. They will have responsibility to execute HR processes, policies and programs.

To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Reasonable accommodations may be made, upon request, to enable individuals with disabilities to perform the essential functions.

• Support the execution of the Performance Management Process
• Assist in Talent Acquisition, Onboarding, and Retention of ProAmpac Employees while following all Federal, Local and Company requirements
• Organize, maintain, and update employee files including HRIS systems
• Provide support for ProAmpac Total Rewards, Compensation, and Benefit Programs
• Ensure HR systems maintain integrity and data accuracy
• Support ProAmpac culture and core values, drive engagement and overall positive employee experience through strong change management and communication
• Other duties as assigned

Behaviors

• Team Player: Works well as a member of a group
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Motivations

• Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
• Self-Starter: Inspired to perform without outside help

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)