Human Resources Manager

Pella Corporation   •  

West Caldwell, NJ

Industry: Manufacturing

  •  

5 - 7 years

Posted 166 days ago

This job is no longer available.

SUMMARY

The HR Manager is responsible for all employee related functions within the branch including recruitment and retention, communication, employee relations, policy development and implementation, and record keeping. The position is also responsible for all ensuring compliance with state and federal labor legislation requirements and labor reporting. Special Projects and other duties assigned as necessary.

ESSENTIAL JOB DUTIES AND RESPONSIBILITIES FOR THE HR MANAGER INCLUDE THE FOLLOWING:

Recruitment and Orientation Processes

  • Continuously improve processes to manage current and future staffing plans (i.e. budgeting, staffing request process, and succession planning).

  • Develop and manage annual recruiting budget. Negotiate cost effective rates for recruiting expenditures (i.e. advertising, placement fees, search fees, etc.).

  • Design and/or authorize position-opening advertisements (ads, employee memos, flyers) for use on the Internet or intranet, in local advertising, on school campuses, or in trade publications.

  • Screen job applicants (calls/resumes/applications) and recommend interview candidates.

  • Schedule and participate in panel interviews.

  • Extend verbal and written employment offers to candidates after obtaining required approvals at the branch and corporate level.

  • Coordinate all post-offer/pre-employment testing (background check and drug screen) with candidates and outside testing facilities. Ensure compliance of all pre-employment testing with applicable company policies, state and federal laws.

  • Provide an orientation session to cover new hire paperwork, benefits offering and enrollment, policies and procedures, etc.

  • Work with supervisor or manager to ensure a specific and appropriate training schedule for new employees has been developed and executed.

Compensation and Benefits Processes

  • Responsible for the communication, implementation, and promotion of employee benefits programs including 401(k); bonus plans; vacation and holidays; medical, dental and life insurance; short-term and long-term disability insurance; flexible spending accounts; employee assistance program, tuition assistance and employee discounts.

  • Responsible for development, legal compliance and maintenance of the company’s employee handbook.

  • Monitors compensation for branch team members to ensure that it is competitive in the marketplace. Works with Pella’s compensation team to determine appropriate banding and implement changes.

  • Ensures that performance evaluations are accurately connected to merit pay increases.

  • Work with the Sales Management team and finance in developing compensation and bonus programs on an annual basis.

Performance Appraisal Process

  • Responsible for the annual and mid-year performance appraisal process and timeline for exempt and non-exempt employees.

  • Provide manager training and coaching on how to deliver an effective performance appraisal and how to execute company forms and processes with regard to performance appraisals.

  • Coordinate 30-60-90-day reviews of new employees.

  • Be alert to changing signals in employee engagement. Report changes as appropriate and drive opportunities to maximize or strengthen employee engagement.

Training and Employee Development Process

  • Develop and adhere to a budget for training costs.

  • Identify training opportunities and assist other department supervisors/managers with the development and implementation of training programs.

  • Identify high potential employees and work with their manager to prepare them for future opportunities.

Disciplinary and Termination Process

  • Work with Managers/Supervisors to identify low performing team members to develop action plans to improve performance or coach out of the organization.

  • Prepare and obtain necessary authorization for disciplinary and termination actions.

  • Conduct exit interviews and process employee's separation from the company including return of company property, ending commission plan, etc.

  • Responds, in writing and if necessary in person, to separation questionnaires and determination of benefits requests or hearings from state unemployment offices.

Employee/Customer/Community Relations

  • Serve as a key communicator of and resource for questions on the following: company policy, company culture, business performance, upcoming programs or initiatives, any other information deemed beneficial for employees.

  • Lead company sponsored activities (e.g. employee functions, quarterly team meetings).

  • Conduct investigative interviews for disciplinary actions, incident/accident reports, harassment claims, etc. Prepare or authorize documentation of verbal warnings, employee counseling, and/or corrective actions.

  • Develops and participates on internal employee and community relations team.

Legal/Policy Compliance Process

  • Consults with company legal counsel on employment or labor law matters.

  • Company expert in terms of FMLA, ADA, FSLA and other labor legislation.

  • Ensure all company, state and federal reporting requirements are met and maintained (i.e. state new hire reporting, I-9 completion, company confidentiality statements, etc.).

  • Maintain personnel records for current and former employees.

  • Provide employment and wage verifications according to company policy.

Safety Process

  • Serve as member on the Safety team (participate and facilitate meetings, design policies and procedures, enforce safety policies and procedures, conduct safety audit tours, provide accident analysis and trends; accident statistics and reports).

  • Coordinator of accident and injury reporting.

  • Compile and communicate safety and injury metrics for use by management and/or the safety team.

  • Identify, develop and implement programs to reduce the number of safety incidents or injuries in the workplace.

  • Maintain and publish OSHA’s Form 300 Log of Work-Related Injuries and Illnesses.

  • Ensure first report of injury is completed and filed with worker’s compensation carrier.

ESSENTIAL QUALIFICATIONS FOR THE HR MANAGER INCLUDE THE FOLLOWING:

  • BS/BA in Human Resources, or related field with a minimum of four (4) years administrative business experiencerequired; MS in Human Resources acceptable.

  • A minimum of four (4) years experience in Human Resources, employment law, benefit administration, payroll, or previous personnel management desired. Must be current in practices of employment law, train the trainer, benefits and compensation, OSHA record keeping, etc.

  • Must be highly proficient in Microsoft Office (Word, Excel, Outlook, PowerPoint, Access). Must have the ability to manage multiple-tasks in an environment of constant interruptions and be able prioritize responsibilities.

  • Excellent verbal and written English language skills are required as well as good public relations, public speaking, instructional/teaching, and customer service skills.

  • Must be a team player and exhibit a strong desire to learn and promote self-growth.

  • Must be pro-active, have a good attitude, be self-disciplined, and self-motivated.

  • Must be a "take-charge" person with a demonstrated ability to follow projects through to completion.

  • Member of Society of Human Resource Professionals (SHRM) is a plus or other HR Society membership.

  • PHR is desirable.

  • Proficiency with Microsoft® Word, Excel, Outlook and PowerPoint software applications.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and use hands to finger, handle, or feel, especially with use of the phone and computer. The employee frequently is required to reach with hands and arms and talk or hear especially in use of the telephone and meetings. The employee is occasionally required to stand, walk, stoop, kneel, crouch, or crawl. The employee may occasionally lift and or move up to 35 lbs. Specific vision abilities required by this job include close vision, and ability to adjust focus to read written company forms, correspondence, policies, brochures, state/local/federal employment law manuals, and other documents and reading materials as well as the computer.

Must be available to work outside a "normal" work week (overtime) as necessary, including evenings and weekends.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

Primary work location will be the designated at the time of hire. The employee will be required to enter the company's warehouse located at same address or other locations on a regular basis. There may be occasions whereby work locations will include Trade shows or other showroom locations. There may also be occasions when the employee will be expected/able to perform duties at home such as reading professional and/or research materials, making and accepting phone calls, composition of forms, correspondence, reports, etc. on the computer. The noise level in the work environment is usually low to moderate in Administrative office and moderate in the warehouse.

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