Employee Relations Specialist

2 weeks ago

Lima, Ohio, United States National Guard Employment Network Full time

Job Description

ATTENTION MILITARY AFFILIATED JOB SEEKERS - Our organization collaborates with partner companies to identify qualified talent for their available positions. This opportunity is open to Veterans, Transitioning Military, National Guard and Reserve Members, Military Spouses, Wounded Warriors, and their Caregivers. If you possess the necessary skills, educational background, and experience, we encourage you to proceed with the application process. Unless otherwise specified, this role is intended to be performed on-site.

Position Overview
In this role...

The HR Generalist position at a manufacturing facility seeks a proactive individual who is dedicated to customer service and eager to understand business operations.

This position involves a diverse array of responsibilities, including employee engagement, labor relations, compliance, and community involvement.

It is essential for this role to be on-site in a manufacturing environment, requiring strong communication, interpersonal, and problem-solving abilities.

The individual will be tasked with cultivating a positive and efficient workplace, ensuring adherence to all relevant laws and regulations, and supporting the company's overarching business goals.

Key Responsibilities
What you will be responsible for...

Employee Relations and Business Collaboration

Business Insight:

Utilizes knowledge of the business to build rapport and relationships within their designated group (e.g., Team Managers) to identify solutions that promote sustainable cultural change and support the achievement of business objectives.


HR Service Implementation:

Facilitates the execution of Labor COE and HRBO designed products and services within their group to positively influence both hourly and salaried employee life cycles.


Employee Engagement:

Encourages a positive and inclusive experience for both hourly and salaried employees through proactive initiatives based on feedback from employee surveys, suggestions, and open-door policies, as well as DEI initiatives, to enhance engagement and address areas for improvement.

Conducts regular floor visits in designated areas to foster positive relationships with employees, ensure HR availability, and develop the ability to identify early warning signs.


Lean Practices:

Employs lean practices in collaboration with internal departments, external vendors, auditors, and consultants to make informed decisions, solve problems, and drive effective change management initiatives.


Employee Communication:

Works with local communications staff to implement and execute relevant communications that foster an informed employee base and facilitate two-way communication across all shifts.


Regulatory Compliance:
Ensures adherence to employment laws, regulations, and company policies.

Community Involvement:
Facilitates interactions with local governmental agencies and coordinates charitable activities to support community engagement efforts.

Data Analysis:

Monitors key workforce metrics to identify potential risks and recommend actions that support operating leaders in making informed people decisions.


Contract Management:

Collaborates closely with the designated group and relevant union representatives to ensure accurate implementation and interpretation of contract terms, addressing inquiries, grievances, and other union-related matters consistently.

Resolves employee union issues, such as conflicts, disputes, and disciplinary matters, ensuring fairness, consistency, and timeliness.

Investigative Support:

Assists in investigations within their assigned group, ensuring that all disciplinary issues, grievances, and arbitration matters are addressed promptly and effectively.

Evaluates the severity of each case and escalates significant concerns to the HR Manager as necessary. Escalates all types of discrimination charges and complaints in collaboration with legal counsel as needed. Utilizes conflict resolution and critical thinking skills to conduct investigations.

Health and Safety:

Collaborates with safety and occupational health leads to address employee health and wellness concerns and support safety audits and wellness initiatives.

Labor Relations

Union Engagement:
Addresses union-related issues such as conflicts, disputes, and disciplinary matters with fairness and consistency in a timely manner. Actively participates in collective bargaining processes and negotiations as needed. Ensures compensation is processed accurately and timely within the contractual framework.

Case Oversight:
Effectively manages assigned cases and grievances within their designated group. Monitors workload volume and emerging trends, responding to ethics and compliance inquiries as necessary.

Payroll and Attendance Management:

Oversees payroll and attendance tracking processes, including attendance hearings, issuing quit letters, updating system codes, vacation usage, and generating necessary reports.

Applies knowledge of leave policies, rules, and regulations, including the Family and Medical Leave Act, to administer and track relevant information in HRIS systems.


Workforce Administration:

Supports the talent management process for hourly employees within their designated group, including tracking placements, supporting skill trades hiring, managing apprenticeship programs, and overseeing internal and external hiring processes.


Work Requirements:
This role necessitates on-site presence at the manufacturing facility to fulfill job responsibilities.

Involves occasional lifting of no more than 10 pounds at a time.

Work is primarily performed in a seated position with minimal stooping or climbing. The role does require walking and standing on the manufacturing floor at least 20% of the time. Many sedentary positions require proficient use of hands and fingers for repetitive tasks. Working conditions typically involve low to moderate noise levels associated with standard office or classroom equipment.

Additional Qualifications

Qualifications
You'll have...

A bachelor's degree in human resources, organizational development, or a related field, or equivalent work experience is required.
A minimum of 1 year of relevant HR and labor experience or internship experience with a bachelor's degree.
Even better, you may have...

PHR or SHRM-CP certification

Skills:
Business Insight
Collaboration
Customer Service
Conflict Resolution
Regulatory Compliance
Results Orientation
Employee Advocacy
Employee and Labor Relations

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