Human Resources Manager

Essential Job Responsibilities I. General Summary Lead the strategic and tactical activities of people and processes that will provide Human Resources services, direction, and counsel to the executive staff, management, and team members of a manufacturing plant. Lead plant HR staff in performing a variety of complex and routine administrative, technical, and professional HR functions including policies, programs, and procedures to ensure stable team member relations, productive work environment, and company goals and objectives. Manage and supervise, by means of proactive planning, action, and maintenance, directly or indirectly, the Human Resources functions for the plant including Benefits, Compensation, Employment/Recruitment, HRIS, Payroll, Safety and Health, Security, Staffing, Team Member Relations, and Training and Development. II. Essential Job Functions Select, train, develop, and organize a subordinate staff to perform and meet department responsibilities and objectives effectively. Provide direction and motivation to HR staff focusing on safety, quality, efficiency, cost, and morale. Direct the work of HR staff by assigning/re‑assigning projects and areas of responsibility. Develop and maintain positive team member relations centered on mutual trust, dignity, respect, fairness, consistency, two‑way communication, teamwork, and harmony. Ensure further development of HR staff through performance evaluation, development of training plans, feedback, coaching, and cascade training. Provide leadership in the establishment and maintenance of team member relations that will assist in attracting and retaining a desirable and productive labor force. Direct, guide, and maintain positive team member relations functions consisting of team member involvement meetings, safety meetings, interaction with team members, conflict resolution, and corrective action. Provide and serve as the necessary liaison between the location team members and Plant Management. Protect interests of team members and the company in accordance with company Human Resources policies and governmental laws and regulations. Coach, guide, and mentor members of management on human resources and team member relations matters including performance management, attendance, team member issues and concerns, etc. Work directly with department managers to assist them in carrying out their responsibilities on human resource matters. Direct and maintain various activities designed to achieve and maintain a high level of team member morale. Lead resolution and/or referral of specific policy‑related and procedural problems and inquiries, as well as investigation of team member complaints or issues initiated by management or team members. Research and investigate compliance issues regarding workers’ compensation injuries and claims, attendance, corrective actions, harassment, etc. Support facilitation of performance management, coaching, and corrective action situations. Develop and conduct periodic audits of human resources and team member relations to identify actions and countermeasures that will ensure a positive team member relations climate and will not cause team members to seek third‑party intervention. Enhance and/or develop, implement, and enforce human resources policies, practices, and procedures of the organization by way of systems that will improve overall operation, effectiveness, and cost containment. Ensure that TBA, Company, and HR policies, practices, and procedures are properly and consistently administered and lead to fair and consistent treatment of team members. Manage the interpretation, application, and administration of established HR policies, practices, and procedures while ensuring legal compliance. Lead policy/procedure communication, guidance, and related education activities to ensure HR policies, practices, and procedures are understood and consistently applied. Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments, and applicable laws regarding human resources. Identify legal requirements and government reporting regulations affecting Human Resources function and ensure compliance. Act as primary contact with labor counsel and outside government agencies. Maintain liaison with corporate and local counsel in the disposition of labor charges and discrimination charges. Continually assess the competitiveness of all programs and practices against the relevant comparable companies, industries, and markets. Direct HR Staff in administration of compensation and benefit programs and other team member services (e.g., voluntary purchase discount programs, company uniforms, etc.) that support Company philosophy, profitability, and success. Establish and lead in the maintenance and management of specialized HRIS, measurement systems, and reports for critical analysis of the HR function and the people resources of the manufacturing plant. Direct and support HR staff in tracking, management, and month‑end reporting of direct/indirect headcount, overtime, attendance, turnover, leaves of absence, Corporate Social Responsibility (CSR) activities, safety incidents, and other HR Key Performance Indicators (KPI), etc. Direct and support specialized technical tasks, such as benchmark evaluation, technical research, and labor trend analysis. Support preparation of reports, graphs, charts, and statistical analyses, and participate in presenting reports and proposals to senior management. Lead team member communication, involvement, and recognition activities including service awards, all‑team member events, business review communication meetings, etc. Plan and execute team member and team building activities to help promote a positive work environment and effectively raise team member morale such as holiday activities, plant luncheons, environmental activities, etc. Lead and assist with planning, organizing, and executing team member internal communications, bulletin board postings, two‑way communications, and feedback systems including monthly plant communication meetings, roundtable meetings, suggestion programs, and opinion surveys. Audit to ensure labor, employment, and safety postings meet regulatory compliance. Lead in the development and administration of service award and other recognition programs. Responsible for managing and coordinating plant human resource acquisition and placement activities including staffing strategy, planning, hiring, EEO, and employment practices for both hourly and professional employment. Establish effective workforce planning and resource acquisition/selection, professional employment and recruiting activities, team member promotion and transfer systems, and processes to achieve efficient resource allocation, flexible staffing, and labor cost optimization. Provide leadership and assistance to employment and recruitment processes for filling hourly and salaried positions with internal and external personnel due to attrition, promotions, and transfers. Manage the employment and administration of temporary team members. Provide management support and direction to plant safety and health programs and activities. Manage the development, implementation, and monitoring of safety and security policies and procedures to ensure a safe, secure work environment for team members. Responsible for, and manages, through internal and external staff, all compliance, activities, and programs related to industrial health and team member wellness including workers’ compensation. Ensure compliance with safety regulations, PPE requirements, and company safety policies and procedures. Monitor safety and health of team members to ensure their well‑being. Manage development and implementation of training programs to support team member growth and development. Coordinate the design, development, implementation, and completion of numerous programs, projects, and activities to ensure team members are trained and developed. Lead or facilitate required training activities (e.g., TB Way, code of conduct, hazard communication, job skills, etc.). Plan, implement, and maintain supervisory and management development activities. Ensure the tracking and maintenance of training records. Direct or assist with the management and administration of other Human Resource support functions on a local plant level including organizational planning, organizational development and succession planning, compensation and benefits, HRIS, public/community relations, and general affairs. Create and manage the Human Resources budget and annual business/hoshin plan. III. Minimum Qualifications/Requirements Education Bachelor’s degree in Human Resources, Business Administration, or related field required, or an equivalent combination of education and relevant experience. PHR or SPHR designation preferred. Experience A minimum of eight (8) or more years of relevant human resources generalist experience required. Manufacturing/Automotive setting experience preferred. Greater than four (4) years of supervisory experience in a manufacturing environment. Previous experience in creating presentations and delivering to large groups. Personal/Technical Skills Broad working knowledge of human resources policies, programs, and procedures in an industrial or manufacturing environment. Thorough understanding and working knowledge of state and federal employment and labor statutes and regulations including ADA, FLSA, HIPAA, FMLA, NLRA, Title VII, etc. Advanced math skills. Strong attention to detail. Strong leadership skills and ability. Strong customer service orientation. Show and maintain professionalism. Highly motivated, ambitious self‑starter. Excellent problem solving and people skills. Ability to work in a fast‑paced, multicultural work environment. Develop team member relations centered on trust and teamwork. Maintain highest standards of personal and professional integrity. Ability to work with multiple departments and prioritize activities. Ability to plan, supervise and perform functions of assigned areas. Ability to create reports, business correspondence, and procedures. Ability to exercise exceptional independent judgment and discretion. Ability to maintain on‑call flexibility to control abnormal conditions. Ability to manage multiple projects and team members simultaneously. Perceptive person, who is capable of relating to individuals at all levels. Ability to communicate and work well with all levels of the organization. Ability to take initiative on assigned tasks without significant supervision. Be able to maintain the confidentiality of any information s/he encounters. Excellent project skills and ability to coordinate multiple projects and programs. Excellent planning, scheduling, collaboration, communication, and interpersonal skills. Ability to compile effective and concise visual reports in charts, graphs, and table format. Must be able to work a fixed or rotating shift schedule, including daily or weekend overtime. Listen well, ask relevant questions, and give and receive clear and understandable instructions. Must be able to multi‑task, handle diversity, and provide leadership through problem resolution. Ability to be adaptable and flexible in a constantly changing environment and promote the same. Ability to work in a team environment to support demanding automotive customer requirements. Must be self‑motivated, goal oriented, quality‑driven, and capable of working with minimum supervision. Ability to prioritize multiple tasks, work efficiently within time constraints and deadlines, and handle stressful situations. Demonstrates a personality that works in cooperation with other departments towards building a sense of company teamwork. Strong administrative, analytical, and organizational skills to be able to coordinate human resource activities and functions. Ability to prepare and deliver effective communications and presentations to all levels in the organization, outside officials and agencies, and the public. As unique situations present themselves, the incumbent must be sensitive to Toyota Boshoku America’s (TBA) needs, team member goodwill, and the public image. Thorough understanding and working knowledge of TBA’s organization, automotive plants and processes/principles, company products, trade terminology, and manufacturing processes is a plus. Language Skills Strong verbal and written communication skills in English. Computer/Software Solid working knowledge of, and experience with, word processing, spreadsheet, electronic mail, database, desktop publishing, and presentation applications and/or software, preferably Microsoft Office. Proficiency in MS Word, MS Excel, and MS Powerpoint preferred. Experience working with HRIS and other business enterprise systems. Oracle, Halogen, and Kronos experience preferred. IV. Work Environment/Conditions Office: Open Office Environment, moderate noise level. Plant: Standard automotive plant environment with moderate noise level. PPE (Personal Protective Equipment) such as safety glasses, steel‑toe shoes, hearing protection, etc. may be required in engineering, manufacturing, or industrial areas. Personal attire standards may apply. Travel: Must be willing to travel 0‑10% of the time. V. Physical Demands Ability to sit and work on a computer for extensive periods of time is required. While performing the duties of this job, the team member is required to talk, see, and hear. The team member must be capable of walking, sitting, and standing for extended periods of time and is occasionally required to lift up to 30 pounds. The ability to travel by automobile and airplane are both required. Disclaimer This job description is intended to identify the general nature and level of work performed by team members within this classification, as well as certain essential job functions. It is not intended, and should not be interpreted, as a comprehensive inventory of all duties, responsibilities, and qualifications required of team members assigned to this job. To qualify for this job, however, a team member must be able to perform its essential functions with or without reasonable accommodation. Under no circumstances may this job description be construed as altering the at‑will nature of the employment relationship between TBA and any team member. EOE Equal Opportunity Employer. Benefits Competitive Compensation Eligibility for certain incentives and bonuses (e.g., Production Hourly KPI Achievement Quarterly Incentive or Salaried/Office Hourly KPI Annual KPI Achievement Bonus) Paid Time Off and Paid Holidays Affordable Medical, Dental and Vision Benefits 401(k) with Company Match Optional tax‑advantaged accounts, such as Health Savings Accounts (HSA), Flexible Spending Accounts (FSA), and Dependent Care Flexible Spending Accounts (DCFSA) Additional elective benefits are available Equal Opportunity Employer #J-18808-Ljbffr Toyota Boshoku America