Human Resource Manager

4 weeks ago

Bryan, United States Richard & Associates HR Full time

This position provides support, leadership, and manages all Human Resources functions for a manufacturing facility. Responsible for the development and implementation of Human Resources programs, including: employee relations, talent acquisition, training, communications, compensation and regulatory compliance. In this role, the Human Resources Manager will report directly to the Regional Director but will function as the business partner daily to the Operations Director.

Maintains plant employee relations by assisting supervisors with counseling associates, monitoring associate separations, counseling associates with workplace problems, developing plant policies and procedures, communicating with management teams regarding policy interpretation and ensuring open employee communications.

Performs administrative duties by performing public relations duties, participating in staff meetings, supervising company donations and sponsorships, administering company uniform program, and acting as company representative for unemployment hearings.

Maintains compliance with federal, state, and local regulations by developing and maintaining the Affirmative Action Program, attending educational training seminars, and researching reference materials to ensure compliance.

Conducts recruitment for plant exempt, non-exempt, and temporary positions by communicating with recruiters regarding open positions, writing advertisements for the media, communicating with management to coordinating staffing open positions, scheduling and conducting interviews and assisting in conducting employee orientations.

Manages employee recognition programs by planning organizing and executing company functions and maintaining service awards and gifts.

Serves as functional resource for employees, ensuring their understanding and compliance with HR policies and regulations.

Manages the employee relations efforts to develop & implement business aligned HR initiatives that promote effective employee and management relations.

Keeps management advised of potential problems and recommends & implements solutions as appropriate.

Recommends innovative approaches, policies, and procedures to support continual improvement. Function as a change in agent within the plant.

Participates in the development and implementation of plant’s goals, objectives, and systems.

Monitors Human Resources key performance indicators, identifying root causes to workforce issues and driving improvement initiatives.

Manages and maintain department records and reports.

Actively participates in company-wide HR projects and meetings.

May manage vendor relationships.

Work with Compensation and Benefits team to ensure competitive programs are in place to attract and retain talent.

Partners with Safety to promote and create a safe work environment and ensure compliance with OSHA regulations.

Performs all other duties as assigned.

Minimum Job Requirements:

Education/Certifications and Experience:

A Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field.

3 – 5 years’ experience working in a HR manufacturing environment.

Experience working with with HRIS - Workday.

Knowledge, Skills, and Abilities:

Bilingual skills (English and Spanish) preferred.

Knowledge in Microsoft Word, Excel, PowerPoint, and Access.

Ability to function as a team leader and self-starter.

Ability to manage multiple tasks in a dynamic constantly changing environment.

Strong analytical, reasoning and math skills.

Strong communications skills with the ability to present to large audiences.

Ability to communicate well to senior management.

Strong phone skills, able to maintain consistent communication to all parties.

Strong verbal and written communication skills.

Supervisory Responsibilities:

Manage one or more Human Resources Administrator or Generalist.

Work requires supervising and monitoring work performance through the assistance of other supervisors or administrators, including making final decisions on hiring and disciplinary actions, evaluating program/work objectives and effectiveness, and realigning work and staffing assignments, as needed.

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