Human Resources Manager

Human Resources ManagerThe Human Resources Manager acts as the primary business partner to site leadership team while providing support and expertise on all human resources and employment related issues including recruitment, investigation, disciplinary action, employee development, communications, performance management, succession planning, and policies and procedures. Ensures that the Human Resources function is viewed as a full business partner tied to business initiatives and directives within the organization.ResponsibilitiesStrong understanding of HR Laws and compliance requirementsDevelops strong relationships and partners with managers, business leaders and HRTracks and reports KPIs designed to measure and predict HR outcomesServes as a strategic business partner to the site leadership team to translate business goals and objectives into well aligned HR initiativesLeads and/or manages courageously during organizational change; takes appropriate risks, energizes, and encourages others to do so to achieve company goals and prioritiesUtilizes Lean Enterprise principles within HR function by evaluating the efficiency, effectiveness and value add of various HR tools and programsProvides direction and counsel to manufacturing site leaders regarding policies & procedures to include day-to-day issues, professional development, employee morale, discipline, and performance managementEngages and influences leaders in strategic discussions, challenges current thinking, influences outcomes and leads change in behaviorsProactively supports the communication and implementation of key business initiativesActively participates and partners with organizations and events within the community to exercise and promote good corporate citizenshipLeads the local Human Resources teamImplementation of Human Resources policies, procedures, and programsOther duties as assignedQualificationsBachelor's Degree (Preferred Major: Business, Human Resources, or other related field)A clear and contemporary understanding of all HR functions: recruitment, compensation and benefits, leadership and management development, organizational effectiveness, and employee relationsMust be highly proficient in the Microsoft Office suite of products, specifically Word, Excel, and PowerPointDemonstrated experience utilizing database management toolsKnowledge of State and Federal regulationsDemonstrated learning agility - should demonstrate the ability to proactively identify and implement innovative recruitment/process solutionsDemonstrated excellent verbal and written communication skillsDemonstrated clear understanding of the recruitment life cycle processesDemonstrated proficiency in strategy development, policy, plan and/or program design and implementation skills that attract, retain, and motivate employees, appropriately manage risk and maximize the profitability of the businessAnalytical skillsAt least 6 years of general HR experience and 3+ years as a site-wide functional HR leaderMinimum of 3 years of supervisory/management experience of a large staff, including associate coaching, mentoring, and developingSPHR/PHR or SHRM-CP/SHRM-SCPManufacturing experienceProven track record of successfully implementing large scale/systemic change efforts across an organizationLeadership AttributesAt Wabash, we pride ourselves on being empowering, and there are some things we feel very strongly about:Embrace Diversity and Inclusion -- Solicit and respect the input of others, celebrate differences, and strive for transparency and inclusivenessSeek to Listen -- Actively listen to reach the best solution and make the strongest decisionsAlways Learn -- Strive to improve; do not quit or settle for the status quoBe Authentic -- Demonstrate honesty, incredible energy, and grit in everything you doWin Together -- Collaborate, seek alignment, and excel at cross-group communication to success as one team and One WabashJoin us in turning ideas into world-changing realities. Curate and build your high-impact professional career at Wabash!Wabash is committed to providing equal employment opportunity for its associates and applicants without regard to race, color, religion, sex, age, national origin, veteran status, disability, or other protected class or activity under federal, state, or local law. All employment decisions must be based on neutral, legitimate criteria. All employment policies and rules shall be applied equally to similarly situated associates.