Assistant HR Plant Manager

Industry: Pharmaceuticals & Biotech


5 - 7 years

Posted 47 days ago


Job Description


This position reports to the Human Resources Plant Manager and is located in Hobart, NY. This position serves as a true business partner and trusted advisor to the leaders of assigned areas within the plant and is responsible for all human resource generalist functions, supporting the entire employee lifecycle; to include recruiting, selection, talent management, employee relations, compliance, compensation administration and performance management. Promotes positive employee relations in all interactions.

Essential Functions

Qualified, Effective Hires

Performs recruitment function for both salary and non-exempt populations within assigned client base. Manages external recruiting resources to include temporary agencies, contract search, 3rd party recruiters and internet sourcing tools within budgetary limitations. Determines most effective mechanism (both in cost and quality) to attract and screen qualified applicants for each position. Drafts recruitment advertising when appropriate and ensures placement. Monitors against cost, effectiveness and the ability to attract a diversified pool of candidates. Ensures a professionally administered staffing process which includes appropriate responses to applications and inquiries; a carefully planned interview schedule; educated interviewers; and notification to candidates when a selection decision has been reached. Screens applications and conducts interviews. Ensures that candidate pool is diverse and coaches managers on diversity initiatives. Coaches hiring managers on selection process and evaluates issues related to internal and external equity when considering offers. Participates and assists in creating recruitment strategies including, university career fairs, conferences/seminars, university relations efforts and co-op/intern program at site level.

HR Policies

Participates in HR policy & process by ensuring principal stakeholders and decision-makers are onboard and their views are considered. Uses consensus-building techniques and facilitation skills to resolve conflict and obtain agreement on issues affecting customers with differing views. Ensures that end products do not compromise HR management principles or the goals of the organization. Participates in documenting and improving operating processes and HR policies and procedures. Participates in the preparation of standardized forms, templates, and systems to support efficiency efforts.

Employment Law Interpretation & Advice

Investigates and advises both management and employees on day-to-day employee relations issues (behavior, complaints, harassment, promotions, compensation, etc.). Drafts responses to formal complaints and reviews with legal counsel. Monitors external changes in law, policies, and practices to define and confront risk to employees and the business. Communicates labor law requirements to managers effectively and identifies potential risks. Ensures required postings are up to date. Counsels management on employee performance, including disciplinary actions ensuring consistency and adherence to policies. Reviews and participates in delivering performance improvement plans as needed. Provides assistance to managers in conducting appropriate disciplinary interventions and terminations. Ensures terminations are carried out appropriately. Provides oversight and leads others in sensitive situations presenting complex and legal risk to the organization. (e.g. harassment cases, management abuse, human rights situations, illegal acts by employees.)

Managers Demonstrate Improved Capabilities in People Management

Provides guidance and assistance to managers and supervisors on annual and mid-year performance reviews. Assists managers and supervisors with performance related issues including performance/behavior issues, Performance Improvement Plans (PIPs), Progressive Discipline Process, Performance Management and any HR investigations. Assists Human Resources Plant Manager and Site Leadership Team in the implementation and ongoing support of talent management, talent reviews and succession planning. Works with managers to identify the gap between current performance (at either the individual, process, or department levels) and desired performance. Recommends and assists in the implementation of performance improvement activities to close the gap.

Trusted Advisor & Thought Partner

Demonstrates credibility by understanding the goals of the leaders he/she supports, their priorities, and the issues that concern them. Offers suggestions on people strategies that could improve performance in their areas. Develops good internal networks across their defined area of the business as well has effective relationships with people outside of their functional area. Serves as a resource for employees when their needs cannot be met through their managers by representing employee opinions on policy issues, facilitating resolution of conflict between an employee and his/her manager, or providing advice/counsel to individual employees. Uses consensus-building techniques to resolve conflict and obtain agreement on issues affecting leaders with differing views. Ensures principal stakeholders and decision-makers are on board and their views are considered. Ensures that end products do not compromise HR management principles or the goals of the organization

HR Programs Implemented per Procedure

Creates and/or assists in the development and implementation of HR/management related training programs to include: Supervisor/Manager Training Programs, Lunch & Learn programs, and other individual developmental type training. Administers various human resource related programs, including: employee referral program, conducting exit interviews, new hire orientation and on boarding programs and various retention programs plant-wide. Ensures that each department is adhering to established company policies and procedures. Provides guidance on HR company policies/procedures, compensation and benefits issues and general HR processes. Provides research and materials development support relative to performance management, compliance, compensation, policies & procedures, etc. Ensures that all new hires experience a smooth transition into the workforce by following up with hiring managers to ensure that the hiring procedure is followed. Assists in conducting New Hire Orientation and follow-up orientation at 30, 90, and 180-day intervals.

Employee Champion

Develops credibility with employees by listening, respecting their confidences (when a legitimate legal or business risk is NOT identified), and being trustworthy. Serves as a resource for employees when their needs cannot be met through their managers by representing employee opinions on policy issues, facilitating resolution of conflict between an employee and his/her manager, or providing advice/counsel to individual employees. Leads and collaborates with various levels of employees to create and promote events and programs to enhance employee morale and engagement.

Minimum Requirements

Education / Experience / Skills:

  • Bachelor’s degree in management or related field. Advanced Degree (Master’s) in Labor and Employment or an MBA preferred. SHRM CP/SHRM SCP preferred.
  • Minimum 6-8 years of experience in HR Generalist function with accountability for recruiting. Prior employee relations experience, preferably in a manufacturing environment
  • Strong recruitment experience required
  • Experience in utilizing HRIS, ATS, and other HR systems.
  • Experience in Affirmative Action Plans
  • Experience in employee relations and conflict resolution
  • Experience in change management initiatives
  • Experience developing and presenting HR/management training programs preferred
  • Excellent interpersonal and problem solving skills
  • Strong facilitation skills
  • Strong conflict resolution skills
  • Effective oral and written communication skills
  • Ability to influence people and drive change.
  • Initiative and drive for results to move projects from ideas to implementation
  • Ability to use various software programs to include MS Word, Excel, PowerPoint, Outlook and others


  • Approachability: Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; build rapport well; is a good listener; is an early- knower, getting informal and incomplete information in time to do something about it.
  • Decision Quality: Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
  • Integrity & Trust: Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
  • Priority Setting: Spends his/her time and the time of others on what’s important; quickly zeroes in on the critical few and puts the trivial many aside; can quickly sense what will help or hinder accomplishing a goal; eliminates roadblocks; creates focus.
  • Managerial Courage: Doesn’t hold anything back that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
  • Process Management: Good at figuring out the processes necessary to get things done; knows how to organize people and activities; understands how to separate and combine tasks into efficient work flow; knows what to measure and how to measure it; can see opportunities for synergy and integration where others can’t; can simplify complex processes; gets more out of fewer resources.

Organizational Relationship/Scope:

This position reports to the HR Plant Manager and is an individual contributor.

Working Conditions:

Normal office setting.


The above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of employees assigned to this position.

Mallinckrodt Pharmaceuticals has announced its intent to spin off its Specialty Generics business by the second half of 2019. The spin-off, if completed, will result in the independent company assuming the Mallinckrodt name, and it will be traded on the New York Stock Exchange, with its headquarters in the St. Louis, Mo., area. The name Mallinckrodt – and its historical values of quality, integrity and service – have long been associated with the Specialty Generics business’ St. Louis heritage. With approximately 1,600 employees globally, the newly spun company will include an acetaminophen business, a portfolio of both active pharmaceutical ingredients and generic finished dose forms of controlled substances and other drugs, a niche specialty generics development portfolio, a portfolio of third-party promoted and non-promoted branded drugs, and a strong U.S. manufacturing footprint.