Human Resource Manager

Job Description

Job Description

OVERVIEW

This position provides professional service in key human resource areas including human resources information systems, employee relations, performance management, policy administration, interpretation and counsel, HR compliance, training and development, unemployment hearings, and employee recognition. This position reports to the Director of Human Resources, aiding daily operations and the strategic direction of Human Resources in order to make the company an Employer of Choice. Other duties may be assigned as necessary.

RESPONSIBILITIES AND RESULTS

Employee Relations

• Serve as a link between management and employees by handling questions, interpreting and administering Human Resource policies, procedures and programs and help resolve work-related problems.
• Advise supervisors and management on matters related to employee coaching and disciplinary procedures, complaint process and termination of employees.
• Responsible for employee investigations; obtaining evidence by interviewing witnesses and collecting data. Analyzing facts and preparing reports that detail investigation findings.
• Represent company and/or HR department at personnel-related hearings and investigations.
• Facilitate productive employee relations. Mediate discussions between supervisors and employees in attempt to reconcile differences.
• Conduct exit interviews to determine reasons behind separations.

Performance Management

• Actively coaches and support supervisory staff on performance management issues.
• Implement and monitor performance management and progressive discipline systems.

Human Resource Policies

• Advise managers on company policy matters such as Family Medical Leave Act (FMLA), leave administration, equal employment opportunity, disabilities, Americans with Disability Act (ADA) accommodations, harassment, and related matters.
• Review, evaluation, and make recommendations/changes to Human Resource policies, procedures, and practices.

Training and Development

• Assist with overall training development and delivery including onboarding and ongoing professional development of management and hourly staff.

Unemployment Compensation

• Represent the company for unemployment claim hearings, manage the employer response to unemployment claims, and strive to reduce unnecessary claims.

QUALIFICATIONS

Education and Work Experience

Required

• Bachelor’s degree in an area related to Human Resources Management, Human Resources Development, Psychology, Communication, Organizational Development, Labor Relations, Business Administration or closely related field, and two (2) years human resources experience. Strong Microsoft Word, Excel and PowerPoint skills.

Preferred

• Master’s degree in labor relations, Human Resource Management or related field.
• Five (5) years Human Resources experience.
• Human Resources experience working in manufacturing.
• Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.

Skills and Knowledge

• Strong interpersonal and presentation skills when dealing in small or large settings
• Exhibits both effective leadership and management skills.
• The ability to extract data from our human resource database and provide data, analysis and recommendations based on data and effective Human Resource practices.
• Experience investigating and resolving harassment, employee misconduct, and employee complaints and investigations.
• Experience analyzing employee performance problems and coaching and counseling managers.
• The ability to articulate a recommendation to the company taking into account the facts of a situation, relevant human resource and company policies, applicable contractual language and best human resource practices.
• Maintains professional affiliations as appropriate, reviews literature and attends conferences to enhance and update job knowledge.
• Strong Microsoft Word, Excel and PowerPoint skills.
• Strong project management skills.

Supervisory Responsibilities

• Supervises HR dept. staff at the direction of, or in the absence of, the Director of Human Resources.
• Carries out supervisory responsibilities in accordance with the company’s policies, procedure and applicable laws. Other job responsibilities include interviewing, hiring, and training employees; coordinating screening teams; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

BEHAVIORAL REQUIREMENTS

As part of a team-based work environment, must be able to demonstrate the following Job Competencies:

Job Competencies

• Team Orientation – Shows skill and ease at working in groups; works with others to achieve better results and forges close working relationships and alliances to get things done; is quick to cooperate versus expect others to bend to his/her wishes; supports joint ownership and shared recognition for results; recognizes advantages of group participation in planning and problem solving.
• Develops Technical Competence – Seeks to stay abreast of new developments in core competencies and learn enough about related fields to apply knowledge effectively in business; enjoys learning and is intellectually curious; has strong desire to continuously improve knowledge, skills, and abilities; sees learning and knowledge as keys to building skills and abilities essential to job and career success.
• Attention to Detail – Committed to exactness and precision in task completion; identifies, pays attention to, and works to understand details; thorough and consistent in following up at detail level; seeks to become expert in disciplines related to adopted career path to ensure quality and precision in work; takes pride in knowledge base and level of expertise.
• Takes Personal Responsibility in Individual Contributor Role – Demonstrates attitude and commitment to take personal responsibility for results, even when in team environment with no authority over others; will step up to fill gaps so results can be assured; avoids excuses as explanations or defending/justifying negative but preventable outcomes.
• Practical Intelligence – Absorbs new information quickly and is comfortable dealing with abstract concepts and relationships; relates new information to previously acquired knowledge to expand and refine frame of reference; enjoys learning and expanding breadth and depth of understanding on variety of subjects.
• Reliability/Dependability – Responds to internal customer needs, questions, and concerns in accurate and timely manner. Follows through on commitments, assignments, and tasks; is at work when scheduled; takes timely breaks/lunches; uses work time wisely.
• Safety Awareness – Demonstrates use of safe and proper work methods and follows established safety procedures. Reports and corrects working conditions that may increase risk factors for injury.
• Good Manufacturing Practices/Food Safety – Demonstrates Good Manufacturing Practices and proper Food Safety procedures when performing daily job functions. Correctly wears required Personal Protective Equipment (PPE) in designated areas. Recognizes areas for GMP and Food Safety procedure improvements and shares ideas with leadership.
• Respects Diversity – Respects the Company’s diverse workforce, and behaves in a manner that does not cause harm to others based on age, race, ethnicity, gender, sexual orientation or religious believes.
• Adaptability – Has ability to focus on the benefits of change and see it as positive; approaches change or newness in constructive, objective manner, views change as learning opportunity; able to deal with frequent change, delays, or unexpected events.
• Positive Working Relationships – Listens to others without interrupting; keeps emotions under control; remains open to others’ ideas and tries new things; shares information and knowledge; demonstrates a high level of integrity and honesty.
• Focus – Maintains focus on tasks and does not stray from job assignments.

CONTACTS AND PURPOSE OF CONTACTS:

Internal: Frequent contact with staff at levels in various departments in an information gathering and problem-solving capacity.

External: Contact with community leaders and members of professional organizations as company representatives.

ENVIRONMENT/PHYSICAL DEMANDS:

• Noise level in work environment is quiet, standard office setting.
• Eye, hearing, hair nets, bump hats, lab coats may be required.

DISCLAIMER

The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Reasonable accommodations may be made to enable persons with disabilities the ability to perform the essential responsibilities and results.