The HR Manager is responsible for partnering with regional leadership teams and providing Human Resource leadership and execution in compensation, benefits administration, positive employee relations, labor relations, training, talent management, organizational development, HR Compliance and special projects. The HR Manager is responsible for the coordination of activities with HR specialists in Talent Acquisition, Compensation, Employee Relations, Labor, Benefits, Talent Management, Payroll and HRIS. The HR Manager leads and executes change initiatives across business related to talent and HR strategy.

• Develops strong trusted partnerships with business leaders, acting as advisor and partner in the areas of organizational effectiveness, talent management, employee relations, performance and development coaching & counseling.
• Leads associate onboarding process, ensuring effective execution by managers; work closely with hiring managers and Talent Management with a focus on successfully integrating and retaining associates.
• Partners with leaders to manage success of immersion process for new sales and operations associates with a focus on quickly developing and onboarding them, ensuring successful contributions early on.
• Partners with Payroll and HR Coordinators for accurate and efficient processing of all new hires, terminations and personnel changes, in a timely manner.
• Administers salary actions for assigned client groups under the Division Compensation guidance. Ensure fair and competitive wage structure and actions. Lead annual salary review process with respective client groups. Coordinate recommendations and activities with the HR Compensation group to ensure organizational consistency and provide feedback on employee satisfaction and market issues.
• Develops and facilitates performance calibration process with regional management teams to ensure effective and consistent performance management systems in place.
• Actively leads and engages employees in evaluation of the employee relations climate and implement solutions to issues that arise. Counsel employees and managers on career planning, conflict resolution and work related challenges. Conduct stay and exit interviews to evaluate work climates and morale. Conduct investigations as needed in an objective and professional manner to determine corrective action.
• Advises managers on performance management including appropriate corrective counseling, training and development, and progressive discipline techniques and processes. Review documentation to ensure consistency with Airgas policies, procedures, and guiding principles. Involve the Legal department or senior HR leadership at the appropriate time. Lead the performance appraisal process for the assigned client group.
• Administers all other HR policies and programs. Recommend and implement revisions to policies, programs and practices as needed. Ensure compliance with all state and federal statutes, laws and regulations including but not limited to all applicable wage and hour laws, and regulations related to FMLA, OSHA, EEO and ADA.
• Contributes actively to the development and implementation of overall HR strategy. Act as change agent in identifying opportunities to improve workforce and HR process effectiveness to enable business strategy and results.
• In conjunction with the HR group, develops and delivers talent development and training assessments and programs to assigned customer groups.
• Other projects and duties as assigned.

________________________

Are you a MATCH?

• A Bachelor’s degree in Business, HR or related field.
• Organized labor experience is preferred.
• An HR related certification i.e. PHR, SPHR is preferred.
• A minimum of 5 years of related HR experience preferably within a production and/or distribution environment.
• Demonstrated understanding of HR principles and practices, employment laws and regulations, and effectively leading comprehensive ER Investigations
• Demonstrated ability to be: personable, professional, responsive, knowledgeable, credible, trusted and drive value to an organization.
• Demonstrated understanding of HRIS and Applicant Tracking Systems (Workday).
• Must have excellent organizational, written and oral communication, listening and presentation skills including the ability to effectively present and discuss information and respond to questions from employees and managers.
• Intermediate knowledge of MS Office applications including Word, Excel, PowerPoint and Outlook.