Human Resources Manager

Human Resources Manager

The Human Resources Manager is responsible for overseeing compliance to Company policies, procedures and State and Federal laws and regulations. The HR Manager has an overall responsibility for providing support in various human resource functions, which include recruitment, staffing, training and workforce development, payroll, performance monitoring, employee relations, employee counseling, compensation and benefit administration, personnel record keeping, implementation and administration of human resource programs including safety. This location also employs CDL drivers and knowledge of DOT regulations / files is preferred. The HR Manager must maintain the highest level of confidentiality and professional work ethics. Exercise sound judgment in all activities and decision-making.

Essential Functions

• Protects the interests of employees and the company in accordance with company HR policies and governmental laws and regulations. Minimize risk
• Partner with management to communicate HR policies, procedures, programs and laws and promote understanding within the organization
• Recruits for open positions and perform the full life cycle of recruiting activities including sourcing and screen applicants, supplying pertinent questions and scorecards, testing, maintaining recruitment systems, drafting offer letters, proving follow-through with candidates, supporting hiring managers, and reporting recruitment statistics
• Creating and updating job descriptions, assist in clarifying positions as needed for the company
• Coach and train managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them. Make certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees. Be Fair, Consistent and Communicate!
• Monitor and advise managers/supervisors in the progressive discipline system of the company. Monitor the implementation of a performance improvement process with non-performing employees
• Identify training and development opportunities and organize staff training sessions, workshops, and other activities as needed
• Oversee and audit the accurate processing of payroll, timecard hours and paid time off balances and authorized supporting documentation
• Administer FMLA and personal leaves, coordinate with short term disability (STD) and long term disability (LTD)
• Assist employees in problem resolution of issues relating to benefit deductions and pay matters
• Provide basic counseling to staff who have performance related obstacles
• Provide assistance to top management in developing human resource plans
• Oversee and assist in the employee onboarding activities; answer employee questions and provide support to assist managers when integrating new hires into the organization
• Administer the employee online benefit programs, answer employee questions, support claim resolution, and maintain vendor related systems with current statuses
• Focus on the performance review process and provide employees and managers with information about the process, policies, job duties, and process for promotion
• Lead employee recreation and recognition programs
• Maintain employee records to include personnel files, training records, I-9 files and FMLA files
• Responsible for overseeing all new hire, termination and change of status forms within payroll
• Manage Human Resources to include orientation, training, counseling, discipline, planning, monitoring results and performance evaluations, while providing ongoing training opportunities for their development
• Conduct investigations when employee complaints or concerns are brought forth. Elevate finds and potential resolutions
• Manage unemployment claims by ensuring accurate and complete employment records, represent the Company at hearings as needed
• Direct the preparation of information requested or required for compliance with laws and approve all information submitted. Make certain to review all concerns with upper management and company attorney's as needed
• Retain historical human resource records by designing a filing and retrieval system and keeping past and current records and manage the daily housing of confidential files and purge in a compliment manner
• Audit all vendor bills (i.e. medical, dental, vision, supplemental) for accuracy and submit for payment in a timely manner
• Cultivate professional and technical knowledge by attending educational webinars, workshops, reviewing professional publications, establishing personal networks, and participating in professional societies
• Gather and distribute statistical data for dashboards and headquarter reporting as required (i.e. headcount, turnover, temp staffing, safety, hours worked, etc.)
• Keep the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level
• Actively participate in staff meetings by adding value, being prepared and following through on assigned tasks
• Lead competitive market research to establish pay practices and pay bands that help to recruit and retain superior employees
• Utilize the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization
• Assist in DOT Driver file compliance and overall regulations
• Assist in all ISO / IATF annual audits
• Other duties as assigned

Requirements

Qualifications

• Strong generalist knowledge in employment law, compensation, organizational planning, recruitment, organizational development, employee relations, safety, payroll, employee engagement and employee development
• Better than average written and spoken communication skills
• Outstanding interpersonal relationship building and employee coaching skills
• Demonstrated ability to lead and develop HR staff members
• Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction
• Ability to effectively work under pressure and meet deadlines
• Exercise sound judgement and decision making skills
• Approachable and professional, while maintaining the highest standards of confidentiality
• Solid problem solving skills with the ability to effectively handle multiple tasks at one time
• Well organized
• The ability to travel, if needed
• Adherence to the attendance policy
• 3+ years of experience in Labor Relations and Employee Relations
• 3+ years of experience in a supervisor role
• Specialized training in DOT compliance and Driver files helpful.
• Specialized training in employment law, compensation, organizational planning, organizational development, employee relations, safety, training and preventive labor relations preferred
• PHR / SPHR, or equivalent preferred
• Active affiliation with a professional HR network / organization preferred
• Excellent computer skills in Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS)
• Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes
• Prior experience in the steel / aluminum processing plant and distribution experience preferred

Supervisory Responsibility

This position does not have supervisory responsibilities.