HR Manager

Overview As a member of the LT (Leadership Team) and partnering with the Plant Manager, the HR Manager provides coaching in Vision/Mission and Business Planning, Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Training and Development, Coaching, Leadership Development, Team Development, HR services delivery, and administration and Associate Engagement.  Is a member of the Plant Leadership team and sets strategies/aligns HR programs to local business strategy.  Works with local management to ensure compliance with all Federal, State, and local regulations, as well as, corporate policies and procedures.  Essential Job Functions The following duties and responsibilities are intended to be representative of the work performed by the incumbent in this position and are not all-inclusive. The omission of a specific duty or responsibility will not preclude it from the position. Development and implementation of short and long term Human Resources strategies aligned with the plant/business objectives and HR global strategy. Effectively leverages COEs (Access HR, Talent Acquisition and Talent Management) to provide HR services for the site. In partnership with the RPO, oversees talent acquisition strategy and implementation; including ensuring staffing requirements are met to meet production requirements, hiring qualified candidates and building talent pipelines. Proactively leads and drives Associate Engagement and promotes Safety initiatives. Ensures that pay practices are equitable, aligned with local market and designed to attract and retain qualified employees with the support of Total Rewards. Works with plant leadership team during annual Compensation Planning time to ensure alignment of rewards to performance, and that rewards are used as organizational levers. Partners with the leadership team to create an environment where employees are empowered, informed, and are part of the Continuous Improvement of the facility. Leads Plant succession planning and employee development activities. Acts as the talent advisor, facilitator and champion to ensure strong succession pipelines for critical roles. Drives and facilitates all aspects of the annual performance management and development process including coaching leaders on effective documentation practices for good and poor performance. Ensures legal compliance and provide constructive feedback to evaluator to improve quality of evaluation where necessary.  Partners with the ASC and AccessHR and consistently meets with both groups to understand ER trends, discuss escalated items etc. to proactively address common issues and themes. Monitors and addresses attrition and retention proactively and work closely with AccessHR (when available) to understanding leading and lagging indicators for observed trends Coaches managers to utilize and manage their workforce through Workday Identify, initiate, and implement Continuous Improvement in HR service delivery initiatives as well as Plant initiatives. Other functions and special assignments as assigned. Basic Qualifications Bachelors degree or above with significant course work in Business Human Resources Psychology or Law. Minimum of eight to ten years of Human Resources related experience including five years of management. Strong working knowledge of all local legal requirements related to Human Resources. Proven ability to assess situations quickly. Develop short and long term strategies and implement them in the face of ambiguity. Experience supporting a diverse client group including manufacturing and non-manufacturing clients ranging from hourly operating associates to professional business functions Additional Desirable Qualifications Skills and Knowledge PHR or SPHR certification. 2018-12056
Salary Range: NA
Minimum Qualification
8 - 10 years

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