Act as the primary employee relations and labor relations contact and consultant to client groups, coach supervisors, managers and employee in matters related to all facets of employee - company engagement, policies and procedures.
Responsible for facilitating positive employee relations by assisting employees and managers in resolving work related complaints/issues, counsels management on how to handle situations and ensures good communication between employee and manager.
Prepare and implement enhancements within the technical support center given company philosophies and direction. This position will also be responsible for driving our new cloud based support initiative.
8- 10 years of experience in a manufacturing environment fulfilling a strategic HR role environment for a medium sized corporation or larger. Prefer experience within multiple locations & business units with a broad range of HR-related contacts floor senior levels in addition to some time as line manager.
Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.
Enhances and builds the capability of the business by incorporating the people component into strategic planning, development, and assessment. Works with top management to set long-term staffing goals, as well as development and effectiveness strategies.
The Human Resources Administrator is responsible for ensuring accurate information in Oracle HRIS; the Human Resource Administrator will prepare on/off boarding reports and requests and assist with new hire orientation.
Perform accurate data entry of employee information into Oracle HRIS e.g. new hires, terminations, salary changes, etc.; perform weekly audits of data entry, new hire information and various other data points.
Responsible for leading the development, design, and implementation of new and ongoing Human Resource initiatives within the areas of Training and development, organizational structure, succession planning, work environment/culture, recruiting, compensation, benefit selection, and team development.
Develop required knowledge of the business, in order to fully understand the organization and its functions, challenges and opportunities; and assess the impact of the organizations business picture on its workforce.