The Human Resources Manager serves as the main day-to-day HR point of contact for leaders and employees within their assigned Business Unit on a broad range of human resources activities.

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Serves as main day-to-day HR point of contact for leaders and employees within assigned business unit as it relates to HR policies and procedures including, but not limited, to onboarding and offboarding, payroll, timekeeping, benefit administration, FMLA and leaves of absence, employee relations, and policy interpretation. Takes responsibility and ownership to ensure appropriate action and follow-up is taken.

• Partners with business leaders to understand their needs and align HR strategies and solutions with their goals. Develops positive working relationships and business partnerships within business unit and throughout CPC.

• Serves on CPC HR Leadership team in developing, implementing, and administering HR annual programs as well as policies and processes that support their Business Unit and HR objectives.

• In partnership with Talent Acquisition Center of Excellence, manages full cycle recruiting process for open requisitions within business unit including job description creation, job requisition approval and posting process, managing recruitment, and interview process, presenting offer letters and pre-employment screening.

• Supports talent management initiatives, including annual performance review process, succession planning, and leadership development. Collaborates with business unit leadership teams to identify employee development and training needs, creating, and implementing a plan to address those needs.

• Supports employee engagement survey action planning process within assigned group, including presenting survey results and partnering with leadership in ensuring a positive employee experience.

• Partners with leadership to routinely analyze compensation and provide guidance to maintain external competitiveness and internal equity.

• Responsible for processing and tracking HRIS updates related to employee data changes within business unit, including, but not limited to, onboarding new hires, transfers, promotions, compensation changes/adjustments, bonus awards, tuition reimbursements, and terminations.

• Manages employee relations including investigations and developing solutions that result in fair and timely conflict resolution. Provides guidance and support to leaders on performance management, coaching, and documentation.

• Assist employees with FMLA and leave of absence requests, processing, and partnership with third party contact (Matrix). Coordinates with employee and leadership team as it relates to return-to-work process.

• Closely partners with CPC Employee Health and Safety team related to employee accommodations and restrictions.

• Manages all onboarding and offboarding processes and activities for employees within assigned business unit.

• Analyzes HR data and metrics to identify trends and opportunities for improvement. Regularly evaluates data and provides analytics to assigned groups.

• Conducts exit interviews, analyzes turnover trends, and works with leadership to develop strategies to increase engagement and retention.

• Provides regular status updates to HR leadership on HR progress and impact on the business units.

• Ensures compliance with HR related legal requirements, including labor laws and regulations.

• Other duties as assigned.

PEOPLE LEADERSHIP:

Depending on size and needs of business unit, the HR Manager may have the following management responsibilities:

• Adheres to all company policies, procedures and business code of conduct and ensures that they are communicated and implemented within the team.

• Conducts reviews with team members to build effective communications, to understand training and development needs, and to provide insight for performance improvement.

• Develops and facilitates comprehensive on boarding and new hire training for assigned team.

• Builds team unity to encourage retention and continuity of operations.

QUALIFICATION REQUIREMENTS:

• Bachelor’s degree or equivalent in Human Resources, Business, Organization Development, or equivalent.

• 10 years or more of total Human Resources experience with proven career progression in responsibility and ownership.

• 3-5 years of experience in HR Generalist capacity in a production and/or warehouse environment; clean room preferred.

• 3-5 years of full-cycle recruitment experience in supporting hourly production/warehouse positions up to Director level positions within an organization.

• 1-2 years of experience managing, leading and developing human resources professionals.

• Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), Certified Professional (SHRM - CP) or Senior Certified Professional (SHRM-SCP) certification preferred.

• Requires exceptionally strong organizational and communication skills (speaking, writing, listening, etc.)

• Demonstrated proficiency with Microsoft Office Suite and HRIS system.

• Working knowledge of HR disciplines and strong understanding of state and federal employment related requirements and regulations.

• Demonstrated ability to influence others and confidently and proactively build relationships internally and externally.

• Takes initiative to identify and anticipate employee/management needs and make recommendations for implementation.

• Flexible, adaptable, and a proven ability to manage change in a growth-oriented environment.

• Self-starter committed to delivering the highest in customer service, quality, and results either independently or as part of a team.

CPC - Colder Products Company jobs

Human Resources Manager