The Human Resource Manager is responsible for serving as the strategic ‘people’ partner in a fast-paced, high-volume manufacturing facility. The Human Resource Manager is responsible for all HR functional areas within the facility, including Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning, and Employee Engagement.
Requirements
- BS/BA degree with a concentration in Human Resources, Industrial Psychology, or Communications
- Minimum of 3 years of experience in a Human Resources leadership role within a manufacturing or industrial environment
- Analytical skills necessary to diagnose trends from HR data sets and link those trends to plant performance
- Strong change management and project management skills
- Experience with driving culture and engagement strategies & initiatives
- Strong talent management experience including the assessment of talent gaps and development of countermeasures designed to close those gaps and strengthen the talent bench
- Familiarity with HR process best practices and experience at driving process improvement
- Effective communicator with strong relationship building skills at every level of the plant from hourly worker to Plant Manager
- Proven success working cross-functionally with an emphasis in coaching and performance management
- High energy, multi-tasking, results-oriented people manager with fundamental business acumen and the managerial courage to respectfully challenge the status quo
- Must possess a strategic mindset with a willingness to engage in the tactical level of Plant HR activities as necessary
- Must possess the agility to pivot between complying, advocating, counseling, influencing, and directing
- Ability to thrive in ambiguous and fast-paced work environments
- Safety - Demonstrates a safety-first mindset in all situations
- Leadership - A leader who will have instant credibility and is able to motivate, and retain well-qualified individuals of diverse talents, interests, and cultural backgrounds
- Operations Acumen - Outstanding business judgment and a proven ability to manage effectively in tough situations, balancing intelligent risk with the need to secure the base of the plant business
- Top Talent/Team Development - Has developed a personal coaching/mentoring relationship with teams and delegates key initiatives to accelerate their personal growth
- Learning agility/growth mindset - Demonstrates the ability and willingness to listen and learn
- Cost Effectiveness - Broad-based process improvement leadership experience in complex businesses is essential
- Collaborative/Decisive Style - Operates with a management style that encourages and facilitates open dialogue with a wide variety of contributors and stakeholders across the plant
- Critical Thinking - Able to work in uncharted areas, capable of integrating and processing large amounts of information to address complex issues
- Interpersonal - Able to quickly establish and maintain excellent interpersonal relationships across all levels of the plant
- Organization - Able to operate independently, manages time well, follows through on commitments, and pays attention to details
- Maturity - Able to provide a good balance of risk taking and judgment, is assertive and confident
- Strategy/Vision - Able to serve as a key strategic partner with Plant leadership team on plant vision and direction
- Ethics - Able to demonstrate unquestionable integrity, credibility, and character
- Results Driven - Ability to focus on plant growth, financial performance, and achievement of established plant targets
- Teamwork & Collaboration - Builds rapport and collaborates effectively across the plant, and fosters an environment of open and transparent communication
- Integrity & Trust - Demonstrates honest, respectful, and trustworthy behaviors when engaging with all employees and stakeholders, and achieves stated work obligations
Benefits
- Medical, dental, and vision insurance
- Well-being resources focused on mental, physical, and financial health
- Community Engagement
- Training and Development
- Tuition Reimbursement Program (Non-Union)
- Learning Management System
- Equal employment opportunity in all employment practices
