Personnel Scheduler

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Target Hourly Rate: $20.50-$23.00 (DOE)

Responsible for maintaining efficient Union personnel daily scheduling that meets production requirements and is in accordance with the Collective Bargaining Agreement and Company Policies. Supports the IR department in an administrative role.

ESSENTIAL DUTIES AND RESPONSABILITIES

The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other related duties may be required and assigned.

• Responsible for producing the daily Union personnel schedule before the noon deadline each weekday. Ensures the schedules produced are in accordance with the Collective Bargaining Agreement and Company Policies.

• Ensures efficient production line startups by monitoring call-in's for all shifts and providing proper replacement action as required.

• Communicates with department managers/leaders.

• Communicates with employees regarding their schedules and schedule changes.

• Maintains an accurate call-in log.

• Enters changes / absences into the SAP system before the shift lock-out time.

• Responsible for making required pay adjustments due to re-scheduling activities.

• Interfaces with the Union in prevention of grievances. Provides research for grievances as required.

• Assists with development of strategy and advice for collective bargaining negotiations.

• Notifies IR Supervisor / Manager of any discrepancies with the scheduling tool.

• Interacts with the IT department to resolve discrepancies.

• Administers Paid Vacation benefits as provided in the Collective Bargaining Agreement.

• Responsible for the processing of Union employee vacation forms and submitting vacations to the payroll department for timely payment.

• Monitors Workers Comp leaves on a weekly basis so as to provide Workers Comp employees with vacation quota as provided in the Collective Bargaining Agreement.

• Maintains employee/department files.

• Monitors special plant personnel programs as appropriate.

• Monitors training needs for Union employee plant staffing. Communicates training needs to the IR Supervisor / Manager.

• Prepares weekend schedules when required.

• Works “on-call” weekends as required.

• Enforces Company rules and regulations

• Assists in handling inquiries from employees; provides information / answers to questions.

MINIMUM QUALIFICATIONS

Knowledge/Skills:

• Attentive to details with the ability to prioritize and multitask in a fast-paced constantly changing environment.
• Excellent communication skills, both verbal and written.
• Proficiently use Microsoft Word, Excel, and PowerPoint.
• Learn and apply an Automated Information System, prefer SAP skills.

Ability to:

• Ability to meet daily deadlines.
• Recognizes employee matters that have potential legal, e.g., discrimination, harassment, etc., or labor relations implications, e.g., contract violations, and deflect them to the appropriate management resources within the Human Resource Department.

Education and Experience:

• High school diploma or GED equivalent. Preferred college coursework equivalent to two years of college.
• One - two years of work within a business or HR environment. Prefer scheduling experience within a Union collective bargaining environment.

Physical/Safety Requirements:

• Tolerate extended periods of sitting at desk.
• Ambient noise is louder than a traditional office setting.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)