Manager Human Resources

6 days ago

Osceola, United States VISKASE Companies Inc Full time
What We Are Seeking

We are looking for a hands-onplant Human Resources Manager to lead HR objectives for Viskase's Osceola, AR manufacturing facility. This is a great opportunity for a dynamic HR leader with a strong sense of urgency and talent in guiding supervisors and employees through change and ongoing improvements. Ideally, your skill set will include a well-rounded HR Business Partner background in a fast-paced manufacturing environment, supporting Plant Management with performance management, training, discipline, statutory compliance and maintaining positive working relationships. You will build and grow an HR business partnership with the Plant Manager, work to carry out all policies and procedures relating to personnel activity while ensuring compliance with federal, state, and local laws and guidelines.

Essential Responsibilities
  • Partner and Advisor to Plant Manager
  • Employee Relations and Retention
  • Recruitment and Staffing, with a focus on attracting plant talent at all levels.
  • Training and Development
  • HR Operations and Budget Management
  • Communication and Benefits Administration
  • Continuous Improvement and Compliance
  • Collaboration with management to understand plant operations, identify areas for staff development, and address any employee relations issues.
  • Succession Planning / Performance Management
  • Monitoring HR metrics and providing reports to assess the effectiveness of HR programs and initiatives.
  • Legal Compliance
What You'll Bring
  • Bachelor's Degree or equivalent education in Human Resources, Business Administration, or Organizational Development/Industrial Relations.
  • Previous experience HR experience in a manufacturing plant or a combination of manufacturing plant AND distribution environment experience
  • Minimum 8 years of HR experience, preferably as a plant HR Manager or Sr Generalist
  • Strong working knowledge of local/state/federal employment regulations and laws including Equal Employment Opportunity (EEO) and the American Disability Act (ADA)
  • Full life cycle recruiting for salaried employees, knowledge of hourly recruiting process.
  • Proven leadership, management, and communication skills
  • Expertise in providing insightful HR consultation to location leaders and employees.
  • Ability to objectively coach, influence, and mentor employees and management through complex or difficult issues.
  • Knack in making quick and accurate decisions to solve a problem or reach a goal.
  • Ability to work within existing policy structure to meet the needs of management and employees.
  • Demonstrated advanced skills using Microsoft Office 365 including Word, Excel, and PowerPoint

Thank you for your interest and consideration of a career with Viskase

www.Viskase.com

Viskase Companies Inc. provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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