Human Resources Manager

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LONGVIEW ADMINISTRATION Regular Full-Time Salaried Longview, TX, US

Job Summary

Performs a variety of Human Resources, labor relations and team member relations duties including, but not limited to, hiring (both hourly and salaried), contract administration, labor negotiations, grievance and arbitration coordination, researching and resolving other issues with the union, policy development and adherence onboarding, retaining and ensuring a high level of employee engagement.

Essential Job Duties and Responsibilities

• 1.Administers all aspects of the Collective Bargaining Agreement.
• 2.Directs activities related to the hiring process (both hourly and salaried positions) including internal and external recruiting, screening, interviewing, and selection as well as new hire orientation.
• 3.Participates in contract negotiations. Researches bargaining history, conducts wage and benefit survey, analyzes union proposals to determine Company impact, makes recommendations on Company proposals, drafts contract language, organizes Company strategy, maintains a record of bargaining discussions with the union, and ensures labor agreement is revised according to the agreed upon changes.
• 4.Responds to union grievances, including researching issue and communicating the Company’s decisions. Coordinates activities related to arbitrations. Researches facts, interviews and prepares witnesses, documents investigations and meetings, coordinates with attorney, serves as a witness, drafts brief, etc.
• 5.Develops and administers incentive plans. Monitors success of plans.
• 6.Provides advice and counsel to managers/supervisors on disciplinary matters. Conducts investigatory and disciplinary meetings with team members. Ensures supervisors are consistent in applying discipline.
• 7.Works with Safety Department to monitor workplace accidents, team member restrictions. Coordinates with supervisors and team members on light-duty assignments and follows up with worker’s comp carrier on team members.
• 8.Administers FMLA Program.
• 9.Responsible for compliance with EEO policy. Refers situation to Corporate Human Resources for investigation and resolving discrimination and harassment complaints (both internal and external). Ensures Company follows Affimitive Action Plan.
• 10.Oversees Human Resources administrative functions including performance evaluations for employees, enrolling team members in benefit programs, and classification reviews.
• 11.Handles special projects as assigned by the Plant Manager and Chief Human Resources/Legal and Compliance Officer.
• 12.Assists in the recruiting, onboarding and retaining talent for the Company’s corporate roles, in addition to plant HR managerial responsibilities.
• 13.Interview candidates for openings. Selects most qualified personnel within salary limitations.
• 14.Orients new team members to the Company, reviews Crosby policies, and outlines expectations for performance. Reviews their position descriptions with them.
• 15.Establish (or assists in establishing) specific work goals or performance standards to be achieved by team members.
• 16.Trains, develops, and motivates team members to improve their performance and to prepare for succession.
• 17.Determines significant changes in responsibilities and major tasks by team members by reviewing their position descriptions periodically.
• 18.Evaluates the performance results of team members.
• 19.Reviews salaries of team members and recommends changes when warranted.
• 21.Interprets and administers programs and procedures for the organization in accordance with approved Crosby policies.

Special Location/Position Requirements:

• 5-10 years’ experience in Human Resources or Team Member Relations.
• Experience in a Union environment and contract negotiations in a manufacturing environment required.
• Certification through HRCI or SHRM.

Education Requirements:

Bachelors Degree in Human Resources or Business Management preferred.

Physical Demands/Environmental Conditions:

Normal office conditions. Office may be in a multi-level office building. Job demands may require long periods of sitting, telephone work, and/or computer work, as well as interaction with other people. Occasional exposure to shop conditions and shop noise. Normal office conditions include walking, standing, bending, kneeling, climbing stairs, lifting, driving, and/or traveling.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.