Our client is seeking a Human Resources Manager who will oversee 2 plants within close proximity. They are a global manufacturing company with 30 manufacturing sites, six R&D centers, local sales offices in 30 countries, and nearly 6,000 employees and growing.

In this role, the H.R. Manager will report directly to the Vice President of Human Resources – Americas, with a dotted line to the Plant Manager. As the HR Manager, you will use your strong technical and analytical skills to lead, coordinate, and administer HR activities such as recruiting, talent management, HRIS implementation and maintenance, benefits, compensation, payroll administration, workers compensation, leaves of absence administration, compliance, and training and development.

The ideal candidate will possess the ability to drive operational excellence in HR initiatives, processes, and practices; and use strong project and change management skills.

The Human Resources Manager builds partnerships with all levels of team members. Strong leadership skills and business knowledge are keys to success in this position, along with the ability to thrive in an environment of both strategy and active hands-on execution.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES: In addition to those listed in the Summary section above, the following are duties necessary to meet the minimum requirements of the position. Other duties may be assigned:

• Manage, coach, and lead local HR department and HR personnel.
• Work directly with plant leadership to develop and direct people agenda that closely supports organizational goals. Provide consultation and problem solving on organizational design and development, change management, recruitment and selection, performance management, employee/managerial development, succession planning, employee retention, employee relations, training, and policy/procedure interpretations.
• Function as a subject matter expert and act as a first point of contact for the plant on employee relations issues, partnering with the HR representatives and cross-functional stakeholders to understand key business needs.
• Counsel department managers and supervisors on matters of discipline and conflict resolution. Conduct or assist with employee coaching/counseling, disciplinary meetings, terminations, and investigations.
• Counsel department managers and supervisors with regard to individual performance assessments. Where appropriate, develop and monitor performance improvement programs/recognition programs to support the performance objective.
• Strong presence on the manufacturing floor by good use of floor-time, Gemba walks, safety audits, presentations, etc.
• Manage the planning, administration, and implementation of HR project initiatives driving executional excellence and change management to broad based initiatives including talent reviews, workforce planning, talent analytics, and overall process improvements in service to a positive employee experience. This includes leveraging our systems and being willing to operate with minimal administrative support.
• Process annual surveys, labor and employee turnover trends and statistical analysis requests.
• Analyze headcount requirements, absenteeism, and turnover data for the plant to ensure the attainment of productivity goals and retention levels.
• Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Create learning and development programs and initiatives that provide internal development opportunities for employees.
• Manage and/or partner with the HR Recruiter on the talent acquisition, which includes recruitment, interviewing, and hiring of qualified job applicants; collaborate with departmental managers to understand skills and competencies required for openings.
• Facilitate/lead new hire employee orientation, process all necessary administrative paperwork for new hires (and existing employees), and update and maintain employee personnel files.
• Responsible for record keeping of personnel transactions such as promotions, transfers, salary changes and terminations; assist with and facilitate the annual performance appraisal review and compensation planning processes.
• Conduct exit interviews to identify reasons for employee separation or termination.
• Management of employment verifications and unemployment claims.
• Assist with and facilitate the reporting and record keeping of workers compensation claims to 3rd party administrator.
• Facilitate benefit and insurance plans, 401(k), changes and terminations; coordinate and administer open enrollment processes for all employees; coordinate / administer COBRA continuation benefits for all non-active former employees when applicable.
• Administer weekly and bi-weekly payroll for the plant workforce.Ensure proper payroll practices.Serve as backup payroll to the HR generalist / coordinator.
• Participate in continuous improvement efforts at the plant and for the HR function.

• Ability to travel (~less than 20% of the time).

MINIMUM QUALIFICATIONS:

• Bachelor’s Degree in Human Resources, Business Administration, or related field required; Master’s Degree preferred.
• A minimum of 5 years in a manufacturing HR role; manufacturing HR leadership role preferred.
• Human Resources certification preferred- PHR or SHRM-SCP preferred.
• Experience managing all aspects of a manufacturing HR department.
• Must be proficient in MS Word, Excel and PowerPoint software and applications; experience with ADP payroll software a plus.
• Ability to learn & fully utilize global HRIS system.
• Proficient in HR and labor metrics and analytics; strong analytical skills.
• Thorough knowledge of employment-related laws and regulations.
• Experience in change management.
• Demonstrated ability to effectively lean into uncomfortable topics and crucial conversations with others.
• Strong continuous improvement mindset and desire for action.
• Exceptional project management skills including ability to create action plans and timelines, manage multiple programs simultaneously.
• Excellent organizational skills and attention to detail.
• Self-starting with the desire to own and drive outcomes, with excellent ability to self-manage time and priorities.
• A collaborative, entrepreneurial, and flexible professional approach.
• Excellent communication skills with the ability to advise and influence at all levels of the organization
• Empathetic but strong leader who inspires confidence and gains credibility quickly, possessing the fortitude to address challenging situations.
• Excellent judgment and decision-making skills, especially in high stakes and sometimes ambiguous situations.
• Ability to act with integrity, professionalism, and confidentiality.
• Ability and willingness to handle all of the HR administrative tasks in the role.

Comprehensive benefits, annual bonus, and relocation assistance provided.