Human Resources Coordinator

SUMMARY DESCRIPTION:
Manages the day-to-day human resources operations for the Ligonier Plant. The HR Coordinator manages the administration of the HR policies, procedures and programs including facility safety. Originates and leads HR practices and objectives that will provide an employee-oriented, high-performance culture.

MAJOR RESPONSIBILITIES:
Development of the Human Resources Department
•Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
•Participates in developing department goals, objectives, and systems.
•Participates in administrative staff meetings and attends other meetings/seminars.
•Assists with the monitoring the annual HR budget.

Human Resource Information Systems
•Maintains Workday (HCM) for the Ligonier Plant. Prepares and analyzes reports that are necessary to carry out the functions of the department and company. Prepares periodic reports for management, as necessary or requested.
•Fully utilizes Human Resources software to the company's advantage.
•Processes weekly payroll for Ligonier.
•Partners with accounting and corporate payroll to maintain the payroll data base.

Training and Development
•Assists with the implementation of the performance management system that includes performance development plans (PDPs), employee development programs and safety programs.
•Assists with the establishment of an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding, management development, production cross-training, safety, the measurement of training impact, and training transfer.
•Assists managers with the selection and contracting of external training programs and consultants.
•Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
•Maintains employee training records.
Employment
•Manages the recruitment process for hourly and salaried employees using the procedures necessary to recruit and hire a superior workforce.
•Conducts the recruiting planning meetings when needed staff is identified.
•Reviews resumes for all candidates and interview nonexempt candidates for employment.
•Serves on employee selection meetings and the safety committee.
•Partners with Manufacturing Manager to determine staffing needs
•Performing in-person and phone interviews with hourly candidates
•Administering appropriate company assessments
•Performing reference and background checks
•Making recommendations to company supervisors
•Following up on the interview process status
•Maintaining relationships with both internal and external clients to ensure staffing goals are achieved
•Communicating employer information and benefits during screening process
•Staying current on the company's organization structure, personnel policy, and federal and state laws regarding employment practices
•Serving as a liaison with area employment agencies, colleges, and industry associations
•Completing timely reports on hourly employment activity
•Conducting exit interviews on terminating employees

Employee Relations
•Assists with the development of Human Resources policies for the company with regard to employee relations and safety.
•Partners with management to communicate Human Resources/Safety policies, procedures, programs and laws.
•Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
•Participates in the conduct of investigations when employee complaints or concerns are brought forth.
•Advises managers and supervisors about the steps in the progressive discipline system of the company. Counsels' managers on employment issues.

Labor Relations
•Understands and effectively execute/implement the collective bargaining agreement at Ligonier.
•Analyzes the impact of the bargaining agreement in order to promote effective plant operations, employee relations and productive labor/management relationships.
•Builds effective and beneficial relationships with the union.
•Maintains an effective and credible rapport with the union.
•Develops and builds strong working/effective alliances with Manufacturing site leadership and union leadership.
•Fully understands the intricacies of labor negotiations and restraints/boundaries around day to day interaction on labor relations issues.

Safety
•Maintains the Corporate Safety Manual for the site. Ensures that site specific programs are written and maintained.
•Assists with the implementation of company safety and health programs. Tracks and posts OSHA-required data and files reports.
•Ensures all monthly safety training is completed and documented for all members of the staff.
•Maintains and completes all monthly safety statistics for the facility.
•Actively promotes and engages a culture of safety.
•Support to business operations in the implementation of safety initiatives and requirements.
•Administer worker's compensation process related to medical treatment, cost control and claim adjuster communication.
•Proactively support safety concerns and issues through collaboration with HRBP and operations.
•Ensure proper safety training is provided to new hires and support training initiatives provided by HRBP

Benefits
•Provides day-to-day benefits administration services. Assist employees with any claim issues.
•Develops and schedules benefits onboarding and completes open enrollment annually.
•Reviews and files workers compensation claims in software tracking system (Risx-Facs) and works with Gallagher Bassett on claims management.
•Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Legal Compliance
•Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
•Maintains minimal company exposure to lawsuits.
•Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
Organization Development
•Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
•Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
•Helps monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
•Assists with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

EDUCATION:
Required: High School Degree or GED
Preferred: Bachelor's Degree in HR, Business or equivalent: PHR Certification

EXPERIENCE:
Required: 3 years of HR experience
Preferred: 5 plus years of HR leadership experience

SKILLS: Required
•General knowledge of employment laws and practices.
•Experience in workers compensation claim processing and legalities
•Excellent computer skills in a Microsoft Office environment.
•Effective oral and written communication.
•Excellent interpersonal and coaching skills.
•Evidence of the practice of a high level of confidentiality.
•Excellent organizational skills.

LIMITATIONS AND DISCLAIMER (Non-Canada)

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.

All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees.

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws.

Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an "at-will" basis.

Silgan is an Equal Opportunity Employer. We consider applicants for all positions without regard to race, color, religion, sex, national origin, age, marital status, or the presence of a disability, which would not prevent the performance of essential job duties with, or without reasonable accommodation of any other protective status.

Silgan is a drug-free workplace.

LIMITATIONS AND DISCLAIMER - Canada

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position.

All job requirements are subject to possible modification to accommodate individuals with disabilities. Silgan endeavors to provide accommodations to individuals with disabilities to perform their essential job duties as long as the accommodation does not pose an undue hardship on the company's operations and does not pose a direct threat of substantial harm to the employee or others.

This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor.

Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Employment is always subject to the Silgan's rights as employer, including the right to end employment in accordance with Provincial Law.

Silgan is an equal opportunity employer. We consider applicants for all positions without regard to any ground protected under Provincial human rights laws.

Silgan is a drug-free workplace.