HR Coordinator

Human Resources CoordinatorFor more than 50 years, Silgan Plastics has defined the plastic bottling industry from technical innovation to creative packaging solutions. No matter what your packaging needs, Silgan can and will handle them. From creation to commercialization, our customized approach to each customer's requirements is what sets us apart from the rest.Manages the day-to-day human resources operations for the Ligonier Plant. The HR Coordinator manages the administration of the HR policies, procedures and programs including facility safety. Originates and leads HR practices and objectives that will provide an employee-oriented, high performance culture.Development of the Human Resources DepartmentAssists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.Participates in developing department goals, objectives, and systems.Participates in administrative staff meetings and attends other meetings/seminars.Assists with the monitoring the annual HR budget.Human Resource Information SystemsMaintains Workday (HCM) for the Ligonier Plant. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.Fully utilizes Human Resources software to the company's advantage.Processes weekly payroll for Ligonier.Partners with accounting and corporate payroll to maintain the payroll data base.Training and DevelopmentAssists with the implementation of the performance management system that includes performance development plans (PDPs), employee development programs and safety programs.Assists with the establishment of an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding, management development, production cross-training, safety, the measurement of training impact, and training transfer.Assists managers with the selection and contracting of external training programs and consultants.Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.Maintains employee training records.EmploymentManages the recruitment process for hourly and salaried employees using the procedures necessary to recruit and hire a superior workforce.Conducts the recruiting planning meetings when needed staff is identified.Reviews resumes for all candidates and interview nonexempt candidates for employment.Serves on employee selection meetings and the safety committee.Partners with Manufacturing Manager to determine staffing needsPerforming in-person and phone interviews with hourly candidatesAdministering appropriate company assessmentsPerforming reference and background checksMaking recommendations to company supervisorsFollowing up on the interview process statusMaintaining relationships with both internal and external clients to ensure staffing goals are achievedCommunicating employer information and benefits during screening processStaying current on the company's organization structure, personnel policy, and federal and state laws regarding employment practicesServing as a liaison with area employment agencies, colleges, and industry associationsCompleting timely reports on hourly employment activityConducting exit interviews on terminating employeesEmployee RelationsAssists with the development of Human Resources policies for the company with regard to employee relations and safety.Partners with management to communicate Human Resources/Safety policies, procedures, programs and laws.Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.Participates in the conduct of investigations when employee complaints or concerns are brought forth.Advises managers and supervisors about the steps in the progressive discipline system of the company.Counsels managers on employment issues.Labor RelationsUnderstands and effectively execute/implement the collective bargaining agreement at Ligonier.Analyzes the impact of the bargaining agreement in order to promote effective plant operations, employee relations and productive labor/management relationships.Builds effective and beneficial relationships with the union.Maintains an effective and credible rapport with the union.Develops and builds strong working/effective alliances with Manufacturing site leadership and union leadership.Fully understands the intricacies of labor negotiations and restraints/boundaries around day to day interaction on labor relations issues.SafetyMaintains the Corporate Safety Manual for the site. Ensures that site specific programs are written and maintained.Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.Ensures all monthly safety training is completed and documented for all members of the staff.Maintains and completes all monthly safety statistics for the facility.Actively promotes and engages a culture of safety.Support to business operations in the implementation of safety initiatives and requirements.Administer worker's compensation process related to medical treatment, cost control and claim adjuster communication.Proactively support safety concerns and issues through collaboration with HRBP and operations.Ensure proper safety training is provided to new hires and support training initiatives provided by HRBPBenefitsProvides day-to-day benefits administration services. Assist employees with any claim issues.Develops and schedules benefits onboarding and completes open enrollment annually.Reviews and files workers compensation claims in software tracking system (Risx-Facs) and works withGallagher Bassett on claims management.Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.Legal ComplianceComplies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), theFamily and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department ofLabor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.Maintains minimal company exposure to lawsuits.Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.Organization DevelopmentAssists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings,