Head of Recruiting & HR

Manufacturing Site HR ManagerEssential duties are interpreted as being descriptive and not restrictive in nature. Drives employee engagement culture at the site level. Maintains the work structure by updating job requirements and job descriptions for all positions. Manages bi-weekly payroll processing. HR metric reporting and participation in audits that include OpEx data reporting. Develops or assists recruitment strategies and materials, selection instruments and techniques. Works closely with all departments to conduct effective and efficient recruiting, and interviewing program. Conducts all pre-employment processes, including, but not limited to, conditional job offers to applicants, administrative paperwork, reference/criminal checks and coordinating the drug testing and medical evaluation process, as needed. Develops and/or supports an effective and efficient new hire onboarding process, which includes orientation, training programs and benefits review & enrollment. Conducts job evaluations and analyses wage and salary data to make recommendations for a competitive compensation plan. Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedules management conferences with employees; Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. Maintains professional and technical knowledge by attending educational workshops; establishing personal networks; Will lead training initiatives for KINA with assistance from the KINA Training Coordinator. Works closely with all departments at the site to coordinate and/or conduct training. Seeks out internal training resources or recommends external vendors as appropriate. Maintains all personnel records and Human Resources Information System records in an accurate, legal, and compliant manner. Runs/analyses reports from database. Keeps VP of Human Resources apprised of all significant communications, correspondence, projects, disputes, and other activities that he/she is aware of and/or working on. Assists in the development and implementation of human resources policies and procedures. Supervisory Duties: Carries out supervisory responsibilities in accordance with the Company's policies and applicable laws. Responsibilities include interviewing and hiring employees; planning, assigning, and directing work; appraising performance; addressing complaints and resolving problems.Key Traits for a successful manufacturing site HR Manager:Strong Interpersonal SkillsProblem-Solving AbilitiesKnowledge of Labor Laws and RegulationsChange Management ExpertiseConflict Resolution SkillsEmployee Development and TrainingHealth and Safety FocusTeam PlayerAdaptabilityData-Driven Decision MakingCommunication SkillsEthical ConductEducation and/or Experience: Bachelors' degree from an accredited university in Human Resource Management, Business Administration, or equivalent, plus three (3) to five (5) years related human resources experience. 1-3 years of HR experience in a manufacturing environment is preferred. Certification as a Professional in Human Resources (PHR) or SHRM-CP is preferred. Proficiency with computer applications, including Word, Excel, PowerPoint, Outlook, HRIS. Ability to work a flexible schedule to accommodate multi-shift interaction. Set and manage multiple priorities. Travel 25% of the time. Language Skills: Ability to read and interpret documents such as operating instructions, and procedure manuals. Must be able to communicate orally and written in English. Bi-lingual English/Spanish is preferred and necessary when supporting our Miami, FL site. Ability to deal with problems involving several concrete variables in standardized situations. Aligning Performance for Success Focusing and managing individual performance by helping others set performance goals/objectives, and then tracking results and continually evaluating performance effectiveness. Building Influential Partnerships Leveraging relationships with internal and external partners to persuade key stakeholders to take action that will address customers' needs and advance business objectives. Customer Focus Ensuring that the internal or external customer's perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers' and own organization's needs; promoting and operationalizing customer service as a value. This includes the application of relevant regulations, the development of preventive measures, and the fostering of a culture that prioritizes health and safety.