Site Human Resources Manager

SUMMARY As a strategic business partner to the manufacturing plant leadership and staff, the Human Resources Site Manager is crucial in optimizing workforce effectiveness. Key responsibilities include executing policy and standard operating procedures, employee relations, employee engagement, recruiting support, administering pay and leave, training, and development assistance, and enforcing company policies and practices. The successful HR Site Manager acts as an employee champion and change agent, anticipating HR needs and proactively collaborating with human resources headquarters to develop holistic solutions. All actions adhere to ethical standards, legal regulations, and company policies. ESSENTIAL JOB FUNCTIONS Foster an inclusive workplace by actively addressing biases and promoting diversity. Collaborates with leadership to develop and implement the organization's HR and talent strategy, including talent needs, recruitment, retention, and succession planning. Manage talent acquisition process, including overseeing recruiting, interviewing, and hiring qualified job applicants, particularly for managerial, exempt, and professional roles; collaborate with departmental managers to understand the skills and competencies required for openings. Analyzes compensation and benefits trends; proposes competitive programs for attracting and retaining top talent. Partners with the learning and development team to direct, coach, or train on policies and practices and takes initiatives that provide internal development opportunities for employees. Administer and execute routine tasks in delicate circumstances, such as providing reasonable accommodations, providing leave, investigating allegations of wrongdoing, disciplining, and terminating employees, and supporting and guiding staff when complex, specialized, and sensitive questions and issues arise. Processes worker’s compensation claims. Complies with federal, state, and local employment laws and regulations and recommended best practices; reviews policies and practices to ensure compliance. Manage HR metrics administration such as recruitment, retention, training, employee engagement, performance, and productivity, and ensure compliance with all record-keeping requirements. Develops and presents clear business cases, change roadmaps, and presentations for leadership and employees. Serves as a senior management team member responsible for creating and implementing policies and procedures. Partners with human resources headquarters on team projects, procedures, and initiatives. Leverages business knowledge to align HR solutions that meet business needs; identifies outcomes and business impact to enhance performance and limit risk. Provides valuable HR insights and expertise in assigned domains, while acting as a thought leader. Travel is required to other sites, including job fairs, trade shows, off-site training, and personal development events, but it will be sporadic. *Other duties as required in support of the department and the company* SUPERVISOR RESPONSIBILITIES Supervisory responsibilities involve overseeing and managing an individual to ensure adequate performance and job satisfaction and contribute to individuals’ career goals. QUALIFICATIONS To succeed in this job, an individual must satisfactorily perform each essential job function. The requirements below represent the required knowledge, skill, and ability. Reasonable accommodations may be made to enable individuals with disabilities to perform basic functions. EDUCATION and EXPERIENCE A bachelor’s degree in human resources or a similar field is preferred, and/or 5+ years of related experience resolving complex employee relations issues, working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, and performance management with a track record of increasing roles of responsibility. 5+ years of experience in staff management. Experience in a manufacturing environment preferred. Background in aerospace, defense, or cable assembly industries favored. Experience in robust Lean System, Six Sigma, and continuous improvement management skills. CERTIFICATES, LICENSES, REGISTRATIONS SHRM SPHR/PHR certification or obtaining certification within one year of employment is highly desired. LANGUAGE REQUIREMENTS Excellent verbal and written communication skills in English. Conversational in any other language preferred. JOB SKILLS Proficient in MS Office Suite and SharePoint is necessary, including advanced knowledge of Excel. Proficiency with or the ability to quickly learn the organization's human resources, recruiting, and talent management systems. Experience working with an automated timekeeping system, e.g., ADP, Kronos. Must be able to work in a fast-paced environment and be a self-starter. Ability to speak effectively in front of groups of managers and employees. Thorough knowledge of employment-related laws and regulations. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. PHYSICAL DEMANDS As part of their job duties, they must be able to access and navigate each department at the organization's facilities. The employee must be able to sit, stand, and walk throughout the day while frequently using their hands to handle objects and communicate verbally. Additionally, they may need to reach, stretch, push, pull, crouch, and stoop and occasionally lift objects weighing up to twenty (20) pounds. This role requires specific vision abilities, including close, distance, color, peripheral vision, depth perception, and the ability to adjust focus. According to ADA regulations, reasonable accommodation will be provided to ensure that individuals with disabilities can perform the job's essential functions. WORK ENVIRONMENT This is an air-conditioned work environment where employees have desks or cubicles and work in a fixed location. The physical environment is usually comfortable, well-lit, and equipped with the necessary facilities and hardware. The company culture is a culture of teamwork, communication, continuous improvement, business casual, strategic, and goal-oriented. The working conditions are stable, predictable, and secure. ENVIRONMENTAL POLICY Amphenol Interconnect Technologies is fully committed to minimizing the environmental impact of its operations, activities, and products. To achieve this, we adhere to all applicable environmental regulations and laws, prevent pollution, and continuously improve our environmental performance in all our global operations. This is possible through an Environmental Management System that provides a framework for setting and reviewing our environmental objectives and targets. We aim to identify and reduce any negative environmental impact our business activities may have. PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS ASTM F–2412–2005, ANSI Z41–1999, or ANSI Z41–1991 rated safety toe shoes in specific areas. Clear ANSI Z87.1 safety-rated glasses in specific areas. Hearing protection in specific locations. Ability to compile with JSA in specific areas. EXPORT COMPLIANCE DISCLAIMER This position includes access or potential access to ITAR and EAR (Export Administration Regulations) technical data. Therefore, candidates must qualify as US Persons, defined as US Citizens or Permanent Residents (Green Card Holders). TRAVEL Approximately 5% of travel is expected. #J-18808-Ljbffr