Human Resources Manager

Essential Functions Human Resources Administration and Compliance Develops, maintains, communicates and advises on policies, procedures and practices in accordance with state and federal laws; develops and administers the Union and NonUnion Employee Handbooks; reviews on an annual basis Provides leadership and supervision in interpreting and applying the collective bargaining agreement, processing time, and maintaining systems and records Oversees employee investigations and disciplinary meetings Works with all employees to improve company culture through employee engagement Manages annual compliance reporting for federal, state, and local compliance, which includes but is not limited to: the Affordable Care Act; Equal Employment Opportunity Component 1 reporting; Department of Fair Employment and Housing reporting Assists managers and employees with goal setting; encourages SMART goals focused on pay for performance; drive employee and manager accountability by regularly reviewing progress toward personal and stretch goals Develops and delivers essential foundational training to a variety of employees regarding the employee handbook and other human resources-related topics Handles discipline and termination of employees in accordance with company policies and CBAs Maintains knowledge of trends, best practices, regulatory and employment legislation, and new technologies in human resources, talent management, and employment law Leadership Directly supervises HR Generalist and Employee Engagement Specialist, responsible for factory time & attendance, Union Job bids, Retention strategies, HR administrative support and reporting. Facilitates a work environment that supports a commitment to zero lost time work days and 100% environmental compliance, ensuring a quality product and workplace Acts as a link between management and employees by handling questions, interpreting and administering policies and work rules, and helping resolve work‑related problems including, but not limited to: offering guidance to employees dealing with personal issues, guiding in the interpretation of the Collective Bargaining Agreement, and conducting investigations and responding to legal requests Promotes SMBSC as an Employer of Choice by identifying new business relationships to promote the company; establishing long‑term relationships with media sources to increase presence in the community; serving on steering committees to represent SMBSC in community events; and attending events and speaking engagements to promote SMBSC’s engagement efforts Contributes to the formulation of annual operating and capital budgets for human resources; recommends and maintains budgeting allocation for needs based on SMBSC’s established financial guidelines and business planning process Coaches, develops, and mentors employee progression departmentally and globally: providing resources to increase individual knowledge, conducting regular reviews evaluating employee performance, and working with employees to mitigate opportunities for improvement, and setting employment expectations through accountability Attends staff meetings as necessary Maintains human resources memberships and affiliations with trade and/or professional organizations related to the company Core Competencies and Skill Requirements Broad understanding of general human resource practices Knowledge of labor laws and regulations to legally recruit and retain personnel and properly administer compliance programs Ability to evaluate information to determine compliance using relevant information and individual judgment to determine whether policies, procedures and programs comply with laws, regulations and standards Ability to keep up‑to‑date with changes to regulations and standards and ability to apply the new knowledge at SMBSC Ability to provide guidance and expert advice to executive management and other groups based on technical, system‑related or process‑related topics in human resources Demonstrated critical thinking skills Ability to use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems Ability to listen to and understand information and ideas presented through spoken words and sentences Ability to read and understand information and ideas presented through written sentences and paragraphs in work‑related documents Ability to quantify costs associated to human resources functions such as benefits, pay and other employment costs, which includes estimating costs, resources and materials needed to provide a fully‑functioning work force Strong conflict management and resolution skills Ability to handle complaints, settle disputes and resolve grievances and conflicts; negotiate with internal and external audiences Ability to maintain a high level of interpersonal skills to handle sensitive and confidential situations Ability to define problems, collect data, establish facts and draw conclusions Excellent written and oral communication skills Ability to develop constructive and cooperative working relationships with internal and external audiences and maintain these relationships over time to advance the overall public image of SMBSC Ability to have a high attention to detail Ability to communicate with employees, prospective employees, partners and others to answer questions and distribute information Commitment to safety Ability to work in a responsible, safe manner by adhering to SMBSC’s safety protocol Required Education and Experience Bachelor’s degree in Human Resources, Industrial Relations, or related field Five or more years of experience working in human resources; SHRM CP or SCP accreditation preferred Three to five years of knowledge of HRIS and reporting. Experience with UKG and WFM a plus. Experience working with and interpreting a Collective Bargaining Agreement #J-18808-Ljbffr