Human Resource Manager

Position Summary :

This position is responsible for providing proactive Human Resource support to the Plant facility. Position is the first contact for the resolution of problems and issues relating to the hourly and salaried plant production workers. Involved in all aspects of human resources at the plant level including assisting employees with policies, procedures, benefits, training, etc. Partners with Plant leadership on safety for the facility.

Essential Duties and Requirements include the following. Other duties may be assigned.

• Serve as the first point of contact with plant operations to assist employees with questions, issues, problem resolution, or complaints. Provide advice and counsel on personnel issues to Manufacturing Plant Employees and management, ensuring that policies and procedures are consistent with Senior Management Direction. Determine whether issues should be elevated to Corporate Human Resource function for further attention.
• Ensure that the company maintains positive employee relations and open communications with all levels of employees. Builds trust and rapport through ongoing dialogue with all levels of employees, ensuring that concerns are thoroughly investigated and addressed in a timely manner.
• Become knowledgeable on all Human Resource and plant policies and procedures and assist with the communication of such policies to all manufacturing plant personnel. Ensure consistency in application of policies, procedures, and practices within the organization.
• Provide Human Resource and Organizational Development support to Plant Manager and the Management Team at the Plant Facility.
• Provide administrative assistance to manufacturing employees regarding but not limited to employee records changes, requests for letters, verifications of employment, security badge replacement and other administrative requests, as necessary.
• Oversee FMLA requests and administration for employees. Partner with third party vendor as appropriate to ensure leave requests/claims are processed correctly and timely.
• Assists in identifying recurring issues, problematic trends and brings issues to the attention of the Corporate Human Resource Function for further analysis.
• Maintains a presence on the production floor and becomes familiar with all aspects of plant operations which will assist in making sound decisions regarding employee issues.
• Work with Plant Manager to develop process-improvements and cost-savings throughout the organization.
• Maintains close contact with temporary services to ensure that they are fulfilling the needs of the Operations group and are maintaining compliance with TH Foods policies and procedures.
• Recruit and interview hourly and salaried candidates for the facility and assists in the selection of qualified candidates.
• Partners with Corporate Talent Acquisition and plant leadership on all recruiting and staffing matters, including any job postings, interviews, etc. Pre-employment process, including completing background checks, scheduling drug tests/physicals and maintaining applicant flow logs to ensure that they are in a format that can be analyzed as per Affirmative Action Program requirements.
• Responsible for the maintenance of the ADP/ Human Resource Information System (HRIS) system (new hires, changes, terminations) for the facility and coordinate necessary items with the payroll system. Prepare necessary and requested reports using the HRIS.
• Assures compliance with local, state, and federal regulations such as EEO, FLSA, ADA, and FMLA.
• Monitors manufacturing plant absentee control program for consistency and compliance and communicates any issues or problems to the Plant Manager when necessary.
• Administers Plant Uniform Program. Serves as the weekly contact with the uniform company. Provides service to employees by processing all complaints and size changes with the uniform company. Reviews bill for accuracy and adds and removes employees as necessary.
• Responsible for the orientation of new employees.
• Promotes safety/health & wellness initiatives and goal attainment throughout the organization.
• Serves as point of contact for benefits questions issues by Plant Manufacturing personnel. Administers company benefit plans, insurance/benefits adds, drops, and changes
• Participates in Cross Functional Teams, as necessary.
• Participates and assists with special projects and employee events as needed.
• Provide Assistance to the Safety Manager and Training Manager as needed at the Corporate facility.
• Provide support to the second and third shift by flexing hours on a regular basis to ensure third shift coverage.
• Perform other duties as assigned by management to support Plant Manager and the corporate human resource function.
• Maintain I-9 records: maintain system for recertifying I-9's when work authorizations expire, maintain system for storing I-9's after termination per legal requirements, conduct bi-annual audit of all I-9's.
• Chairs disciplinary hearings and investigation processes.
• Report required claims to the workers' compensation insurance in a timely manner
  • Communicate with Claims adjustors and medical facilities to manage claims
  • Communicate return-to-work status and restrictions to supervisors
  • Maintain OSHA Log
  • Report safety data as needed to Corporate office, employees, and Safety Committee(s)
• Maintain confidentiality of information and data.
• Assists with administering a wide variety of programs in support of one or more Human Resources areas.
• Incumbents may serve as a technical resource to others in the resolution of problems, and orient, train, and review the work of lower level employees.
• Assist with Annual Performance Review approvals and processing of annual wage increases.
• Assist with meetings, training, and employee issues on off-shifts as needed.
• Perform other duties as assigned by management.
• Responsible for recognizing and reporting food safety and employee safety issues.

Supervisory Responsibilities

This job may have supervisory responsibility for plant Human Resources personnel, as approved, such as HR Coordinator and/or HR Generalist.


Qualifications

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education and/or Experience

Bachelor's Degree in Human Resources or a related curriculum required.

SHRM-CP, SHRM-SCP or PHR/SPHR Certification preferred

Minimum of five (5) years prior related Human Resource experience is preferred.


Experience in benefits administration and a basic knowledge of employment law (FMLA, IRCA, Workers' Compensation, COBRA, EEO, etc.). Proficient in Windows environment: Word processing, graphics/presentation software, and ADP HRIS a plus.


Language Skills

Bi-lingual English and Spanish a Plus.

Mathematical Skills

Math ability required to complete business required math and formulas.

Reasoning Ability

Ability to maintain self-control during high degree of stress periods such as managing multiple priorities while dealing with employee issues.

Physical Ability

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands to finger, handle, or feel. The employee is occasionally required to stand, walk, and reach with hands and arms.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Other

Individual, must be willing to flex hours as necessary to ensure that proper attention and communication is provided to third shift. Must be willing to work weekends when necessary. May be called to work on off shift or weekend day to handle any unexpected employee issues.