I. Essential Functions:

The Human Resources Manager is tasked with making MM Packaging Indianapolis Plant the best in the industry through effective leadership, coaching, resource utilization and support of the team. The focus for the position is building and maintaining a team that excels in the areas of safety, quality, delivery, and cost. This member of the Indianapolis Leadership Team is a key management position and requires a high degree of excellence and commitment to assure results. This position will lead Human Resources for the Indianapolis, Indiana facility including developing and administering all Human Resources initiatives. Accountable for HR policies, employee relations, employee activities, onboarding, performance management, benefits, compensation, payroll, recruiting, and retention.

The position works with other HR Managers in North America and globally to provide a consistent and seamless experience for human resource processes including benefits and savings. The facility-based Human Resources Manager has a short to medium term planning and decision-making horizon of today through 1 year. The position has no direct reports and will report to the Managing Director.

1. Develops and administers various Human Resource plans and procedures for all facility personnel.
2. Participates in developing department goals, objectives and recommends changes when necessary.
3. Takes an active role in the evaluation, constitution, and performance of the facilities Leadership Team. Provide feedback to the Managing Director regarding the performance of the Leadership Team, strategic direction of the team, and training or other activities that will increase the performance of the team. Provide feedback to Leadership Team on employee morale, recommending corrective action to resolve any problem areas
4. Foster strong employee relations and maintain positive employee communication through participating in town halls, meetings, and publications to employees.
5. The HR Manager is the Chairperson of the Employee Activities Committee.  Plan and execute activities throughout the year to engage and reward the workforce. 
6. Implements and updates when necessary the employee compensation program; rewrites job descriptions; conducts annual salary surveys as needed; analyzes compensation; monitors performance evaluation program and revises as necessary.
7. Develops, recommends, and implements personnel policies and procedures; prepares and maintains handbook on policies and procedures; performs benefits administration to include claims resolution, change reporting.
8. Develop and implement and effective recruitment strategy assuring that properly qualified employees are recruited and hired for company positions; conducts new-employee orientations; employee relations counseling, outplacement counseling, and exit interviewing; writes and places advertisements. Contacts various sources of labor supply to recruit; interview job applicants and checks personal qualifications against job requirements, refers applicants to department manager for interview and approval; and investigates references.
9. Identifies legal requirements and government reporting regulations affecting Human Resources function (e.g., OSHA, EEO, ERISA, and Wage & Hour). Monitors company exposure. Direct the preparation of information requested or required for compliance. Acts as primary contact with outside government agencies.
10. Accountable for the complete payroll cycle: Employee Maintenance, Information Processing, and procedure development.
11. The HR Manager is a Member of the Plant Safety Committee and provides technical and administrative support. Tours the plant regularly to inspect machinery and processes to ascertain safety of operations and compliance with mandatory existing laws, rules, and regulations
12. Assures that company employment, safety, labor relations, personnel, and equal opportunity policies and practices comply with the applicable provisions of federal and state labor laws, including the maintenance of necessary files, etc. 
13. Reviews employee terminations from a legal perspective and to ensure fair practice, coordinates and participates in termination proceedings involving individuals. Proactively manages the company’s interests in unemployment claims and workers’ compensation programs
14. Develops and administers employee training programs to assure maximum effectiveness of employees; develops programs of employee appraisal and review to assure that employee performance is evaluated and that employees are aware of their performance.
15. Provide advice and counsel to managers, supervisors, and employees regarding Human Resources policies and procedures. Participates with supervisors in disciplinary proceedings involving individuals