HR Generalist

I. POSITION OBJECTIVE

The HR Generalist position will provide communications between upper management andthe hourly employees in an informal manner. Provide consistent communications with allemployees in responding to policy inquiries and concerns, while sustaining a safe andhealthful working environment that meets environmental, health and safety regulatory andCompany requirements. This position will support all facets of employment in FPC TXHuman Resources; it will have a primary emphasis in employee relations, compliance,policy development and integration, staff development, conflict resolution and performancemanagement, to include special projects. This position requires a well-establishedreputation for integrity, sound judgment, and credibility. Further, this position requires anemployee-advocate mindset, with a strong commitment to supporting employees andpromoting a positive workplace experience.

II. MAJOR AREAS OF ACCOUNTABILITY

Policy Administration: Review HR policies, plant policies and procedures for enhancements and improvements. Benchmark policies in an effort to maintain a competitive status with the local area plants. Propose policy revisions as necessary. HR Investigations: Investigate employee issues in a consistent and unbiased manner. Maintain a high level of impartiality and confidentiality in all employee investigation issues. HR Training: Conduct training of HR-related subjects for employees on an as-needed basis. This training could include general principles of leadership as well as general policy training which aids in reducing employee complaints and legal issues. Employee Relations: Provide support to management, departments, and employees/families during incidents/crises and/or when circumstances arise. Work with Human Resource Manager and assist with facilitating employee relations and resolving any human resource issues as required with the aim of building a positive and engaged work environment. Handling employee complaints, managing grievance procedures and facilitating counseling in conjunction with other stakeholders. Investigating and resolving complex or critical employee relations issues in a timely and effective manner. Collating and analyzing employee feedback across all levels on a regular basis and revising people programs and policies to generate more positive outcomes. Employment Law Implementation: Ensure Company employment practices are compliant by remaining abreast of all current and changing employment laws. Provide HR Manager with up-to-date changes in order to move policies forward in a timely manner. Participate in assigned committees and relay pertinent information to stakeholders. THM: Promote cleanliness and order through the implementation of the Total House Keeping Maintenance program. Emphasize Nothing Touch Ground program and No Visual Pollution program. Maintain the plant in like new condition.

III. QUALIFICATIONS

A. TECHNICAL JOB CRITERIA

1. Previous Related Experience Required 5 years industrial/manufacturing experience preferred. Knowledge in incident investigations and training, as well as conflict management and problem solving. The ideal candidate will have at least 7+ years of Human Resources experience including Employee Relations, HR Employment Law, Conflict Resolution, Policy Administration, Incident Investigations, Training and Development. Hands-on process operations experience within a manufacturing work environment preferred. Candidates should be in good standing and have a record that demonstrates integrity and adherence to company standards of conduct. 2. Technical Skills Required to Perform This Job Demonstrate knowledge of the principles and practices of Human Resources Administration. MS Office Suite efficiency with advanced knowledge of the Microsoft Excel operations; Negotiation / Conflict management; Technical writing; Incident investigation; Proficient in Microsoft Office with advanced knowledge of Microsoft Excel; and Strong oral/written communications skills are required. The ideal candidate will be highly organized and have strong analytical skills. 3. Education Bachelor Degree in Business Administration with focus in HR Management with six years’ experience preferred. Bachelor Degree in other areas with six years of experience will be considered. HS Diploma or equivalent with minimum of 10 years HR Management, Employee Relations, HR Employment Law, Conflict Resolution, Policy Administration, Incident Investigations, Training and Development, and other relevant experience considered. Associates degree with 8 years of HR Management, Employee Relations, HR Employment Law, Conflict Resolution, Policy Administration, Incident Investigations, Training and Development considered. 4. Other Certification/Training Required Current employees must meet all technical and safety training requirements for current position, as specified in the Master Training Plan. Continual development as required such as: Standard Operating Procedures (SOP’s), Master Training Plan (MTP), Ceridian Dayforce Training and other internal and external training as planned, developed, and prescribed. Familiar with and stay current on federal, state and local laws including but not limited to: title VI, EEO, FLSA, ERISA, FMLA, ADAAA, NLRA, ACA, USERRA, HIPAA, ADEA, Immigration and Naturalization Act, etc. Thorough knowledge of company policies and SOP’s is also required. HR certification is encouraged, such as, SHRM – CP/PHR or SHRM – SCP/SPHR preferred but not required. #J-18808-Ljbffr Colonial Group