The Human Resources Manager enhances the Tuscaloosa plant’s human resources by planning, implementing, and evaluating employee relations, rewards/recognition, performance management, training and development, workforce planning and analysis, and safety and human resources policies, programs, and practices.
60% – Strategic Business Partner
• Contribute to the business objectives by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures and processes. Act as a liaison between Operations and HR to ensure HR services are aligned with the needs of the business and identify new opportunities where HR can add value to the business.
• Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs.
20% – Employee Relations
• Champion the Strategic Labor Relations Plan for the facility.
• Ensure consistent application of all corporate and plant policies and practices. Communicate HR programs and policies to plant staff and address all related questions. Lead a process for capturing desired changes in plant policies or practices.
• Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management and employees accordingly.
• Manage and resolve complex employee relations issues.
• Conduct effective, thorough, and objective investigations.
• Identify and resolve employee issues through regular contact with all employees. Anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.
• Develop and execute proactive employee engagement programs to ensure high levels of management credibility and business performance. Work closely with management and employees to improve working relationships, build morale, and increase productivity and retention.
• Champion the Peer Review Process.
• Manage and oversee the Unemployment Claims process.
5% – Rewards & Recognition
• Coordinate the local administration of all benefits and retirement programs, including medical, dental, vision, life insurance, short- and long-term disability, and 401(k) plan for all employees.
• Coordinate the administration of all Raise the Roof awards and other recognition to help drive appropriate business performance.
• Draft annual General Wage Increase Proposal. Participate in local wage surveys to ensure the receipt of local wage data.
• Participate in the allocation of funds for salaried merit increases.
5% – Performance Management
• Champion the Talent Management Process and ensure timely, accurate, and fair assessments of employee performance are conducted per the corporate guidelines.
• Provide advice and coaching where appropriate. Ensure that a strong leadership and coaching culture permeates the organization.
5% – Training & Development
• Assist the business leaders to provide employees with development opportunities and ensure current and future performance standards are met. Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives.
• Participate in the evaluation and monitoring of the success of training programs.
• Prepare employees for assignments by establishing and conducting orientation and training programs.
• Maintain professional and technical knowledge by attending educational workshops, reviewing professional publications, establishing personal networks, and participating in professional societies.
• Lead the annual Organizational Capability Review process locally.
5% – Workforce Planning and Analysis
• Assist business leaders in the systematic identification and analysis of what the organization is going to need in terms of the size, type, experience, knowledge, skills, and quality of workforce to achieve its long-term objectives.
• Provide guidance and input on business unit restructures, workforce planning, and succession planning.
• Recruit candidates for all hourly and salaried positions using behavior-based interviewing techniques and company-mandated selection tools.
• Develop and maintain the plant’s Affirmative Action Program records.
• Develop, prepare, generate, and analyze ongoing and ad-hoc special reports pertaining to employee personnel information and data, including but not limited to issues such as staffing levels, turnover, absenteeism, recruitment, applicant tracking, Affirmative Action/EEO, compensation, promotions, etc. Effectively utilize the data processing system to obtain, store, and analyze pertinent data and information.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.
5% – Safety
• Administer the local Workers’ Compensation program.
• Promote safety and health awareness through internal company memoranda, newsletters and specific training programs.
• Plan and lead monthly safety meetings.
• Audit practices and records of manufacturing plant to ensure compliance with company programs and federal/state occupational safety and health regulations.
• Assist in the analysis, tracking and reporting of key safety measurements necessary to aid in eliminating accidents and incidents.
• Schedule and conduct monthly safety inspections throughout the facility.
• Schedule and conduct plant safety observations aimed at identifying potential risks including follow-up communications with the appropriate operating work group.
• Coordinate all safety training.
• Act as a resource for developing, teaching and applying the safety programs within the facility.
• Bachelor’s Degree in Human Resources, Business Management, or related discipline
• 3-5 years of experience in an exempt level Human Resources position
• SHRM-CP and/or PHR certification is preferred
• Experience in manufacturing is preferred
• Familiar with OSHA reporting, regulations, and compliance
• Microsoft Office or Google Suite skills
• Training & Development skills
• Recruiting skills
• Employee Relations skills
We believe our employees are our greatest resource. We offer competitive salary, benefits, 401k, and vacation packages for all full time permanent positions. We are proud to be an equal opportunity workplace and GAF, SGI, and Siplast are proud to be affirmative action employers. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, or Veteran status. If you have a disability or special need that requires accommodation, please let us know. If applying for positions in the U.S., must be eligible to work in the U.S. without need for employer sponsored visa (work permit).
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