Responsible for planning and administering policies related to all phases of human resources activities including employee relations, compensation and benefits, recruitment, performance management and all other employee management processes. Generates and leads change initiatives with a positive and enthusiastic approach. Ensures compliance with company, local, state, and federal policies/regulations.
Recruiting and On-boarding:
- Develops and manages an efficient and effective onboarding program and process for all levels of the organization.
- Manages the recruitment process to fill open positions. This includes soliciting, reviewing and evaluating applications and resumes, scheduling and conducting interviews, administering evaluations and screening candidates.
- Manages the new hire process which includes preparing paperwork for new hires, planning and conducting new employee orientations.
- Prepares and updates job descriptions as needed.
- Ensures that new hire documentation (i.e. company agreements, I-9, W-4, etc.) is timely and properly completed; and that new employees are reflected in all internal systems.
- Develops relationships with outside recruiters, including negotiating fee arrangements and monitoring all billings.
- Interfaces with and negotiates with temporary employment agencies for temporary employment services and cost-effective billings.
- Serves as a key member and an advisor to the Plant Management Team on employee relation issues. Partners closely with the Plant Manager not only as an H.R. Leader but a business professional.
- Creates new plant policies and modifies existing policies based on need.
- Develops new forms, modifies and or removes existing forms to facilitate HR and plant objectives.
- Responds to inquiries regarding policies, procedures and programs.
- Ensures employee records are complete and up to date, and that all employee actions are properly documented.
- Oversees salary administration and the performance review process to ensure effectiveness and compliance.
- Conducts wage surveys within labor markets to determine competitive wage rates.
- Develops and implements plant H.R. strategies that are aligned to the Corporate H.R. goals and strategies.
- Partners with the local business and business organizations to gather intelligence on changes to the employee base and competition.
- Represents the organization at personnel-related hearings and investigations.
- Responsible for investigating employee complaints and workplace incidents in a timely manner.
- Prepares reports and “develops strategies” to reduce absenteeism and turnover.
- Ensures administrative, management and hourly production employee retention at the plant is maintained at an acceptable level.
- Uses knowledge, experience, and continuous interpretation of facility dynamics to help understand and determine the training and development needs of hourly employees and administrative, management employees.
- With the HR team and employee committees, plans and coordinates employee functions and recognition activities (i.e. picnics, recognition events, holiday parties, etc.).
- Works with plant staff to develop personnel development plans and succession planning within each support function within the plant organization.
- Researches and provides training recommendations and options for plant staff and management team.
- Provides staff training regarding HR policies and procedures.
- Identifies legal requirements and government reporting regulations affecting human resources functions and ensures policies, and reporting are in compliance.
- Manages workers compensationclaims closely with the Safety Manager, Nurse Manager and Occupational Physicians to ensure an open dialogue in order to effectively monitor and implement applicable workers compensation Federal and State requirements.
- Investigates incidents of employee misconduct, prepares reports and makes recommendations and corrective actions.
- Supervises HR team directly; plans, assigns and reviews assignments; advises staff; evaluates job performance and approves or recommends actions.
- Bachelor’s Degree in Business, HR or related field required.
- 7 to 10 year’s related experience; with a minimum of 2 years in a supervisory role.
- Knowledge and experience with Federal and California employment law, including leaves of absence, ADA, EEO, FLSA, etc.
- Able to effectively work in a matrix structure. Prior experience a plus.
- Strong interpersonal and influencing skills with ability to interact at all levels.
- Highly motivated team player with excellent communication skills.
- Ability to work varying shifts based on business needs in a 24/7 workforce environment.
- Strong working knowledge of MS Office suite of products (Word, Excel and PowerPoint).
- Bilingual (Spanish) a MUST.
- HR Certification (PHR, SPHR, SHRM-CP, SHRM-SCP) a plus.