Key Responsibilities- Partners with employees and management to communicate and give guidance on various Human Resources activities, policies, procedures, laws, standards, and government regulations.
- Investigates employee relations issues including employee complaints, policy violations, grievances, harassment allegations, civil rights, and other complaints.
- Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement.
- Creates, facilitates, and/or provides training to the workforce.
- Maintains and coordinates employee recognition programs.
- Administers and counsels employees in the performance management process including corrective action, goal development, and IDP process.
- Interviews, screens, and recruits job applicants to fill production, maintenance, and other job openings (hourly and salaried non-exempt).
- Maintains working relationship with Union officials and adheres to terms of labor agreement by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.
- Represents management in the intake and initial investigation of grievances, ensures compliance with the grievance process, and maintains grievance log.
- Assists in evaluation of reports, decisions and results of department in relation to established goals.
- Recommends new approaches to drive continual improvements in efficiency of the department and services performed.
- Maintains and makes appropriate employee-related changes in the HRIS system and local files.
- Maintains and coordinates employee and community relations programs.
- Conducts new hire HR onboarding and coordinates onboarding schedule.
- Drives activities to positively influence retention and engagement of employees.
- Develops and maintains effective labor/management relations programs and policies.
- Effectively manages between administrative and professional level support responsibilities while meeting the varying deadlines for each.
- Uses delegation skills to enlist help of plant administrative team as needed to facilitate completion of HR department action items.
- Provides customer support to a wide variety of employees, ranging from front-line to executive-level.
- Acts as a key business partner for facility supervision and management.
- Identifies potential labor and employee relations concerns and keeps HR Manager and other key business partners informed as the concerns are addressed.
- Functions as a Company and Employee Advocate.
- Other responsibilities as assigned due to business priorities.
Required Skills- 5-7 years HR experience including 2-3 years of relevant labor relations experience
- Knowledge of HR basics related to the major responsibilities of the role
- Experience preferred in a manufacturing environment, employee or labor relations, employee engagement, leadership development, and training
- Employee and labor relations
- HRIS administration
- Record keeping
- Employee Engagement
- Communication programs
- HR Specialist level experience in Training, Employee Development, Talent Acquisition, Benefits and Compensation will be helpful
Education, Certifications & Licenses- 4-yr degree in HR Management, Labor Relations, or similar
- HR Certification preferred (HRCI, SHRM, or similar)
The statements above are intended to describe the general nature and level of work performed by employees assigned to this classification. Statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.
Kraton's internal talent acquisition team manages our recruiting efforts and from time to time works with pre-selected/pre-approved external staffing agencies. We do NOT accept unsolicited resumes or candidate referrals from recruiters and/or agencies who are not pre-selected/pre-approved.
