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Search for Jobs by Josh Slimmer

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Manager, Human Resources (Manufacturing & Production)
West Chester, OH 45069
Recruited by: Josh Slimmer | Recruiter | Jericho HR Group See all my Jobs

  • Hiring Company: Jericho HR Group
  • Industry: Manufacturing & Production
  • Compensation: to be determined
  • Expires: Apr 18, 2020
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Job Description

The HR Manager role will focus on managing the full complement of human resources initiatives, programs, and activities for the site, with a primary focus on driving the Talent Management System (TMS) at the division. The right candidate should have excellent communication and interpersonal skills, effective coaching and facilitation skills, a teambuilding and collaboration mindset, and an aptitude for employee relations. In addition, the candidate should have strong analytical ability and be effective in leveraging data analytics to draw conclusions and make good business/ HR decisions to support the business goals and objectives for sustained growth and profitability.

• Serve as a strategic business partner who will contribute to business decisions and strategy to drive the performance and profitability of the segment. Align and integrate HR processes and programs with the business strategies, focusing on management and employee development, succession planning, talent acquisition, and positive employee relations to support a high performance, motivated, and engaged workforce.
• Lead and manage all HR programs and activities across the Division involving recruiting, employee relations, salary planning, employee training, benefits administration, and all other human resources related activities necessary to support the business needs.
• Partner with the Division Manager and leadership to plan for, identify, select, and onboard the talent needed to meet current and future business requirements.
• Effectively leverage the Talent Management System (TMS) to build bench strength and improve succession planning for critical roles to drive organizational effectiveness in all areas.
• Provide assistance to managers/supervisors and employees on coaching, mentoring, training/development; performance management, total rewards, employee engagement, etc.
• Provide human resources consultation and advice to employees/associates and management on Division organizational issues and initiatives with a focus on positive employee relations and employee engagement.
• Collaborate with leadership to monitor employee performance and coordinate maintenance, improvement, and disciplinary communications and activities.
• Formulate recommendations and counsel management to facilitate appropriate decision-making and organizational or employee-related actions. Ensures changes are administered in a manner consistent with corporate policies, guidelines, and values.
• Complete special company and regulatory reports as required. Provide regular feedback to Division Manager and HR Director on human resources issues and trends identified through monthly metrics.
• Provide necessary feedback/counsel regarding Affirmative Action/ EEO compliance, statistics, initiatives, etc.


Requirements:
• BS or BA in Human Resources Management or related field is required. MS/LIR or advanced degree highly desirable.
• SHRM Certification (SHRM-CP, SHRM-SCP, SPHR, PHR).
• 5 - 7 years of progressive Human Resources experience working in a manufacturing environment is required.
• 3 years of leadership experience; multi-site level experience is a differentiator.
• Demonstrated progressive career development with increasing responsibilities.
• Strong human resources business partner acumen, proficient in leading and setting direction for cross-functional teams, including demonstrated ability to motivate, influence, and drive change at all levels of the organization.
• Demonstrated knowledge of applicable federal and state employment regulations and ensuring organizational compliance.
• Experience managing Affirmative Action/ EEO compliance.
• Ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships with management, supervision, and employees.
• Forward-thinking and strategic with respect to HR processes and systems and uses organizational influence to affect change.
• Demonstrated understanding of lean principles and advocate for continuous improvement.
• Understands and has working knowledge of applicable federal/state employment rules/regulations, etc. Works across organization boundaries, encourages teamwork and a sense of partnership.