HR/Safety Manager Trainee

Job Description

Job Description

Human Resource/Safety Management Trainee

SUMMARY
Performs Human Resources duties including recruiting, processing payroll, benefits, employee relations, compensation, safety, and preparing reports. Participates in various training activities with the expectation of learning Human Resources operations and processes quickly while contributing to the overall success of the plant and the company. This is a developmental opportunity meant to grow an individual’s skills through on-the-job training and over time, taking on more significant leadership responsibilities with the goal of filing a Human Resources/Safety Manager (HRSM) role in a plant location when fully trained and a position becomes available.  Learning objectives will be reviewed every six months. Works daily to ensure assigned areas of responsibility are working at risk lowered to As Low As Reasonably Achievable (ALARA) specifically in an effort to achieve ZERO HARM.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
Carries out responsibilities in accordance with the organization’s policies and applicable laws.
Other duties may be assigned.

Recruiting:

• Administers the recruiting process under the direction of the plant HRSM.
• Sources to develop an applicant pool using effective strategies and creativity where needed
• Administers an application process that is simple and easily accessible for candidates to apply in a way that meets a candidate’s schedule.
• Develops relationships with outside agencies to create community connections and participates in community events and job fairs.
• Coordinates with employment agencies.
• Creates effective job postings and administers the process, staying abreast of current recruiting best practices.
• Facilitates the hiring team, schedules candidates and tracks applicant progress.
• Ensures recruiting process is nondiscriminatory and in compliance with company policies and procedures.

Orientation/Integration:

• Schedules new hire integration program in compliance with company procedures and policies.  Ensures program is administered consistently.
• Monitors success of onboarding programs and makes recommendations for improvements based on data and feedback received.  Provides feedback to the HRSM, Plant GM, and supervisors to proactively address issues that enhance our ability to retain employees.
• Tracks new hire progress and gathers feedback at 30-, 60-, and 90-day intervals.
• Facilitates integration team.
• Ensures accurate and timely processing of benefit enrollments.

Employee Relations:

• Monitors the Direct Relationships work environment and ensures employee awareness of the Company’s position on unions.
• Maintains a presence on the plant floor to ensure regular interaction with employees.  Creates direct relationships with employees offering an additional layer of employee connections.
• Positively represents plant management and Home Office decisions to employees.
• May facilitate the roll-out of new benefits, policies and procedures.
• Communicates regularly with General Manager and HRSM to ensure awareness of employee issues and concerns.  Ensures the General Manager has no negative surprises that should have been known or prevented.
• Maintains open communications with HRSM and Home Office Director of Human Resources Operations on issues/concerns that impact overall morale.
• Administers and monitors recognition efforts to ensure timeliness and consistency.
• Provides coaching to management on employee performance issues and documentation.

Benefits:

• Positively represents company policies and benefits.
• Coordinates the distribution of benefit modifications to employees.
• Provides feedback to the Home Office and suggests improvements.
• Coordinates annual enrollment meetings.
• Resolves employee benefit issues by effectively interfacing with provider and/or home office.
• Ensure the accurate and timely processing of benefit enrollments.

Training and Development:

• Facilitates and helps train employee and supervisor hiring and integration teams.
• Maintains documentation and tracks employee progress through pay-for-skills program.
• Creates and administers training programs as assigned.

Compensation:

• Administers the pay-for-skills program by ensuring adequate documentation is maintained.
• Monitors and suggests improvements to create ease of understanding and administration.

Safety:

• Participates in workers compensation hearing and provides documentation for hearings.
• Maintains Plant OSHA LOG and all workers comp claims and incidents reports.
• Facilitates safety training and programing, as assigned.
• Encourages Safety Behavior Audits (SBAs) completion.

Management Reports:

• Prepares management reports.
• Analyzes data and presents finding to management.
• Makes recommendations for improvement to turnover and retention.

Compliance:

• Is knowledgeable of federal and state employment laws and ensures compliance to same.
• Is knowledgeable of company policies and procedures and ensures compliance to same.
• Provides timely and accurate responses to Sarbanes Oxley (SOX) requirements.
• Makes Plant General Manager/ HRSM aware of non-compliance issues.
• Responsible for annual review of policies and employment laws with management team.
• Reviews employment actions and documentation to ensure compliance with federal and state law, and internal company policy.
• Ensures required Commonwealth of PA and Federal legal compliance posters are up-to-date and posted.

Payroll Administration:

• Manages payroll processes.
• Ensures timely and accurate maintenance of payroll changes.
• Maintains Kronos system.
• Answers employee payroll and benefit questions, facilitates Employee Self Service access, and promptly responds to and resolves  employee payroll issues.

SUPERVISORY RESPONSIBILITIES 
Carries out non-direct supervisory responsibilities in accordance with the organization’s policies and applicable laws.
Coaches management and employees on various employee and policy issues.
Responsibilities include interviewing, hiring, and training employees; planning, , and following up on progress and completion of work; addressing complaints and resolving problems; maintaining quality standards; interpreting/shaping policy; and carrying out established policy. 

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.

EDUCATION and/or EXPERIENCE 
The education requirements and experience requirement listed here indicate the minimum basic educational knowledge and the time required by a normal qualified person to perform the  job duties of the position.

Education:
Extensive professional, technical or administrative training (Bachelor's Degree); ; knowledge of Human Resources functions and Federal and State Laws pertaining to Human Resources.

Experience:
Bachelor’s degree in Human Resources, Labor and Employee Relations, Organizational Psychology, or equivalent and experience gained during a Human Resources internship or professional organization participation.

An equivalent combination of education and work-related experience may be acceptable.

 

For your hard work, you receive:

• Opportunity for professional growth
• Paid time off including holidays and vacation
• Excellent benefits to include medical, dental, vision, company paid life/short-term disability/long-term disability insurance, flexible spending accounts (FSA), health savings account (HSA), 401(k) with match, company paid tele-health, stock purchase plan, tuition reimbursement assistance, and Employee Assistance Plan (EAP)

These duties may be modified or changed at any time at the sole discretion of management either orally or in writing. The above statements are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.

INSTEEL is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you are qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request accommodation, contact a Human Resources Representative.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to consider applicants residing in locations outside the US requiring Visa sponsorship at this time.

About the Company:

Insteel Industries is the nation’s largest manufacturer of steel wire reinforcing products for concrete construction, including prestressed concrete strand and welded wire reinforcement such as engineered structural mesh and concrete pipe reinforcement. Founded in 1953 and headquartered in Mount Airy, NC, Insteel operates 11 manufacturing plants across the U.S. and has a dedicated engineering services division. As a publicly traded company, our goal is to be the supplier of choice by delivering superior value to our customers. Learn more at insteel.com/careers.

Fraud Prevention Notice:

Please note that Insteel Industries will never ask applicants to purchase equipment, send money, or provide payment information at any point in the hiring process. We may request certain personal information only after an official offer has been extended and the background check and drug screen have been successfully completed. If you receive a request for sensitive information or payment before these steps, it is not from our company. To protect yourself, please report any suspicious activity to our HR team by calling us at View phone number on ziprecruiter.com.

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