Human Resource Manager responsible for setting the tone for the entire human resources department and the organization. Provides perspectives and ideas to improve the facility, designs and leads analyses to support workforce planning, and oversees the daily workflow of the department.
Requirements
- Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- Knowledge of principles and processes for providing employee needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Working closely with the plant manager as a confidant to provide perspectives and discuss ideas to improve the facility.
- Designs and leads analyses to support workforce planning and the identification of talent-related challenges; designs and implements solutions to address identified opportunities.
- Acts as a point of contact in responding to client and regulatory bodies when dealing with audits, compliance with federal, state, and local employment laws.
- Oversees the daily workflow of the department while providing constructive and timely performance evaluations.
- Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, succession planning deliver solutions to business challenges.
- Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
- Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
- Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Benefits
- Competitive Salary
- Medical, Dental, and Vision Benefits
- Flexible and Dependent Care Spending Accounts
- 401(k) Savings Plan Matching
- Vacation Days
- Life Insurance
- Tuition Reimbursement
