HR Generalist

  •  

Aurora, CO

5 - 7 years

Posted 180 days ago

This job is no longer available.

Position Details

Reports to: Area HR Business Partner

 

GENERAL PURPOSE:

 

Responsible for working with the Operations Managers to build the leadership capability, organizational capability and culture that will enable SSB Operations to achieve its objectives. This individual will have overall site accountability for their assigned plant within a specific geography. In addition to the Regional or Sr. HR Business Partner, the HR Business Partner will ensure that there is consistent application of all Human Resource policies, processes and systems across the plants. Working in partnership with the Regional or Sr. HR Business Partner. the Human Resources Leadership Team and other business leaders, the HR Business Partner will transform the business by generating insight, identifying needs, translating the needs into requirements for the right Human Resource solutions, working with Human Resource Expertise leaders to co-develop solutions (where required) and delivering the solutions in collaboration with other shared HR resources. This includes leading process improvement projects and programs that align with the SSB Operations strategies and priorities and deliver the metrics established for each plant, including safety and quality. This position is a member of the Plant Leadership Team with collective responsibility for development and implementation of the Human Resources Strategy at the plant.

 

ESSENTIAL DUTIES & RESPONSIBILITIES:

 

Plan and implement safety policies and training in compliance with company safety program and OSHA regulations to eliminate work-related injuries

 

Strategy Execution & Management - Works with Operations Managers to define the people implications required to deliver the strategy

 

Communicates needs of both line and functional stakeholders to help establish work priorities. Leads the human resource activities for assigned plant

 

Tracks, monitors and holds groups/individual accountable for the performance against the goals

 

Change Leadership - Plans for change. Provides advice and direction on change initiatives, assesses organizational capabilities and designs programs and actions to address needs and intervene in problem areas

 

Provides coaching to leaders to improve their capabilities in leading teams and managers effectively through the change process

 

Labor & Employee Relations - Manages the employee and labor relations efforts for assigned plant(s), including effective negotiations with organized labor groups to achieve common operational goals at each site

 

Conducts confidential investigations of issues as needed

 

HR Functional Leadership - Delivers all HR needs supporting one or more plant(s) in a geography

 

Responsible for key talent selection, team development and performance of the HR teams in relationship to the operational objectives

 

Plans and deploys HR resources to achieve goals and initiatives

 

Establishes measures and reports on the quality of HR services utilizing best practice metrics

 

Assists in the preparation and management of assigned Plant(s) HR budget items

 

Talent Acquisition & Development - Translates manpower plans to recruitment strategies in coordination with the Talent Acquisition function

 

Coordinates and establishes programs to develop people capabilities within the plant and in collaboration with HR peers within and across regional operations

 

Ensuring effective on-boarding and skill development of new-hires

 

Talent & Performance Management - Manages the annual talent planning and performance management process within the plant. Identifies talent capabilities, development needs and coaching for performance improvement

 

Employee & Labor Relations - Fosters relationships with both individual and collective bargaining units, while meeting all legal, social/cultural and company standards.Ensures compliance with company, Federal, state and other requirements, and ensures timely and consistent application of human resource related policies, procedures, training and reporting

 

Manages separation process; conducts analyzes and makes recommendations related to unplanned turnover

 

Represents the organization on employment related hearings and investigations

 

Reward & Recognition - Administers compensation and other reward strategies, systems and processes to attract, motivate and retain organizational talent.

 

Analyzes and reports on any specific plant or geographic variances to assure best local practices

 

Supports a safety culture and effectively handles workers compensation related claims for best possible outcomes

 

Manages FMLA, STD and WC related, and other leave of absences for effective administration

 

Partners with Plant Management and Supervisory team on business excellence initiatives

 

Maintains, manages and retains all HR files and records in accordance with Confidentiality standards

 

REQUIREMENTS:

 

6+ years progressive HR leadership experience, with some in a manufacturing environment along with some union/labor relations experience

 

Bachelor's degree

 

Experience with Lean manufacturing preferred

 

Experience with OSHA, VPP, and STAR preferred

 

Bilingual (English/Spanish) preferred

 

Change Management and Safety Culture experiencepreferred

 

SPHR preferred

 

Intermediate to advanced Excel skills with proficiency in other MS office applications, internet research, report writer applications.

 

Experience using HRIS systems, preferably ADP

 

Up to 10% travel

 

This job description is not intended to be an exhaustive list of all duties or responsibilitiesassociated with the job. Other job-related duties may be assigned.

 

An Affirmative Action Equal Opportunity Employer * Drug-Free Working Environment