QUALIFICATIONS:

EDUCATION: Associates in Business Administration or Bachelor Degree in Human Resources or related business field or comparable experience. Five or more years of management handling Workers Compensation, Unemployment, Employee Relations, and Hiring systems preferred and will be considered in lieu of a Bachelors degree.

EXPERIENCE: 2 Years minimum Human Resource Management including: Unemployment, Workers Compensation, Attendance and HRIS Systems, Employee Relations, Recruiting, Hiring, and Onboarding, Benefit Administration, and Staff Training & Development. Experience working in a union environment preferred.

• EEO/AA M/F/V/D

SKILL REQUIREMENTS: Excellent business and computer skills. Must be able to use MS Office, WORD, Excel, Outlook, and PowerPoint. Must be able to communicate effectively with every department and level of employee. Must be able to track and update files, create new employee files, perform terminations, and track training. Must be able to read, understand, interpret, and enforce company policies and union collective bargaining agreements. Must have the ability to work in a fast-paced manufacturing environment and communicate effectively with employees at all levels.

GENERAL DESCRIPTION:

Provide support and leadership to the HR function in one or more subfunctions under the direction of the Director of Human Resources. Must be a self-starter and take control of assigned responsibilities thereby freeing up the Director of Human Resources for more strategic endeavors. This position will be accountable for one or more areas such as: developing and tracking training and development initiatives across the business; reporting HR data and metrics; sourcing and interviewing new hires; administering HR policies and plans (employee benefits, communications, new hire orientation, wage and salary programs, performance management, attendance and so forth); may represent the company in labor relations matters with unions; handle workers compensation claims; manage compliance requirements such as EEO/AAP and FLSA.

SPECIFIC DUTIES:

• Designs, implements, and manages training and development data base for tracking of employee skills across the business.

• Administers recruiting, testing, and interviewing programs; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes that is consistent with the organization business objective, Company vision, and within Federal & State guidelines.

• Conducts and/or coordinates new employee orientation.

• Represents organization management during grievance process and labor/management meetings under close supervision of Director of Human Resources.

• Monitors employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends, recommending benefit programs, designing, and conducting educational programs on benefit programs.

• Develops, recommends, and implements approved organization-wide employee relations policies and procedures. Conducts audits and analysis as necessary.

• Works with the Director of Human Resources and Supervisors for the administration of corrective action and discipline related matters.

• Works with safety department to develop, implement and sustain a health and safety philosophy, policy and procedures which include loss control programs, safety training and compliance ensuring uniformity and consistency in application and alignment with business objectives.

• Works with the Work Comp Provider and Business Health to ensure matters of Workers Compensation are handled timely, appropriately, and result in the reduction of future injuries.

• Acting as a consultant to the internal client group develops, implements, plans, and monitors organization training and development programs within budgeted guidelines. Conducts training needs assessments and audits for effectiveness.

• Works with the Quality department to maintain training procedures for ISO.

• Maintains and enforces Affirmative Action Plan.

• Supports HR and business by providing meaningful reporting and analysis of staffing levels required to meet customer demand.

• Maintains the work structure by updating job requirements and job descriptions for all positions.

• Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.

• Supports employee communication and feedback through such avenues as company meetings, suggestion programs, employee surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.

• Contributes to team effort by accomplishing related results as needed.