Plant HR Manager
Responsible for developing and implementing HR strategies compliant with Federal and State Laws and aligned with LALA US overall business goals.
This position will carry out responsibilities in functional areas, such as, staffing, employee relations, compensation, benefit program management, training, employment, and labor relations.
KEY RESPONSIBILITIES / DUTIES:
A proven track record of combining a deep understanding of the business (including goals, strategies, culture and global challenges) with a well-developed consultative approach, to partner with business leadership in creating and implementing solutions which positively help the business achieve its objectives Track record of leading HR transition and integration activities associated with mergers, acquisitions, divestitures Solid experience in broad, business-centered HR support with a history of leading significant HR initiatives Ability to synthesize diverse data-points and follow up with appropriate recommendations in line with our strategic initiatives Well-rounded HR background ideally with experience in Change Management, Talent & Development, HR Analytics, Employee/Labor Relations, HRIS, and Recruiting/Onboarding Strong communication skills with an ability to engage at all levels Intimate knowledge of HR strategies and processes, as well as current market trends and potential future HR trends.
Track record of preparing and facilitating executive overviews and leadership training Significant experience investigating and resolving complex employee relations matters and Facilitation of functional recruitment strategies and supporting recruitment for senior level roles as needed.
Monitor/ collect information of regulatory updates and ensure legal compliance of all personnel matter (e.
g.
polices, notice, filing) with federal, state or a local legislation.
Review and implement employee handbook, Collective Bargaining Agreement (CBA) in addition to all the human resources policies and procedures, ensuring compliance and executing disciplinary actions when non-compliant behavior is present.
Manage the hiring process including drafting and posting job openings, scheduling and assisting with interviews, consulting supervisors on candidate selection and preparing offer letters.
Manage drug and background screening process.
Manage headcount, turnover, attendance tracking.
Maintain current job descriptions as positions evolve with management regarding staffing and organizational needs.
Manage the employee termination process including exit interviews, communication of final check requirements and timely response to unemployment claims and hearing.
Provide guidance and advise managers and other employees on the understanding and rightful interpretation of personnel policies, programs, and procedures.
Responsible for accurate submit, record and process employee status related to FMLA, FFCRA Provide onsite support to employees regarding benefits, company procedures, employee handbook, open roles and any other item related with HR systems, policies and procedures.
Employee Relations Management Provide counseling, and guidance to stakeholders in handling difficult or complex issues mainly related with employees performance or complaints.
Manage employee claims, conduct investigations, ensuring issues and/or concerns are identified, thoroughly investigated, and resolved properly in accordance with the company's established procedures and guidelines.
Work closely with Plant Manager to define communication and change management strategies to successfully implement new processes, policies or ways of working.
Ensure timely and accurate training records from all training performed at the Omaha Plant and NROC.
OTHER
Responsibilities:
Deep understanding of the Omaha Plant and NROC CBA (Collective Bargaining Agreement) with all the terms and conditions included on it.
Guarantee compliance with all terms and conditions disclosed on the Omaha Plant and NROC CBA.
Conduct and meet with Union representatives for any Grievance, complaints or negotiation required.
Collect, organize and analyze data, reports, documentation for audits and other filing/reporting requirements conducted by the labor authorities or corporate functions of HR, Legal and/or Finance Collect, organize and verify required information for payroll processing; approving and completing payroll process, by confirming and verifying accuracy of payroll data such as paid time off, insurance and any other deduction and time card information.
Collaborate with the Plant Manager to develop and implement training materials and systems.
SKILLS / OTHER PERSONAL ATTRIBUTES REQUIRED:
A proven track record of combining a deep understanding of the business (including goals, strategies, culture and global challenges) with a well-developed consultative approach, to partner with business leadership in creating and implementing solutions which positively help the business achieve its objectives.
Track record of leading HR transition and integration activities associated with mergers, acquisitions, divestitures Solid experience in broad, business-centered HR support with a history of leading significant HR initiatives Ability to synthesize diverse data-points and follow up with appropriate recommendations in line with our strategic initiatives Well-rounded HR background ideally with experience in Change Management, Talent & Development, HR Analytics, Employee/Labor Relations, HRIS, and Recruiting/Onboarding Strong communication skills with an ability to engage at all levels Intimate knowledge of HR strategies and processes, as well as current market trends and potential future HR trends.
Track record of preparing and facilitating executive overviews and leadership training Significant experience investigating and resolving complex employee relations matters Facilitation of functional recruitment strategies and supporting recruitment for senior level roles as needed.
Computer literacy with the following software:
Windows 365, Microsoft Office 2010 and above (Excel, Power Point, Word) Experience with HR ERP System such as SAP, UltiPro or Exponent HR Ability to work in a fast paced environment with strong prioritization skills.
Good written and verbal communicator Demonstrated multi-tasking and project management skills.
Ability to meet deadlines Ability to manage critical deadlines Ability to understand government regulations and policies Demonstrated ability to work as a team member within the organizational structure.
Ability to process data and create pivot tables, graph and charts to show trends and statistics.
Ability to prepare presentations in professional and dynamic manners Demonstrated ability to manage complex employee relations issues.
POSITION REQUIREMENTS:
Bachelor's degree in HR or related field required.
Master's degree in HR or related field a plus.
SHRM-SCP or SPHR certification preferred.
5
years progressive human resource experience in a manufacturing environment preferred.
Labor relations highly desired.
Bilingual preferred.
Schedule flexibility.
WORKING CONDITIONS:
Frequently stands, walks and sits.
Frequently type/keyboard, grip and repetitive hand use.
Occasionally bends at the waist, twists and turns, kneels and squats.
Work hours may vary depending on projects or assignments.
Frequently exposed to loud noises when on the production floor.
Recommended Skills Confidentiality Retention Management Training Human Resources Information System (Hris) Performance Management Develop Human Capital Estimated Salary: $20 to $28 per hour based on qualifications.
This position will carry out responsibilities in functional areas, such as, staffing, employee relations, compensation, benefit program management, training, employment, and labor relations.
KEY RESPONSIBILITIES / DUTIES:
A proven track record of combining a deep understanding of the business (including goals, strategies, culture and global challenges) with a well-developed consultative approach, to partner with business leadership in creating and implementing solutions which positively help the business achieve its objectives Track record of leading HR transition and integration activities associated with mergers, acquisitions, divestitures Solid experience in broad, business-centered HR support with a history of leading significant HR initiatives Ability to synthesize diverse data-points and follow up with appropriate recommendations in line with our strategic initiatives Well-rounded HR background ideally with experience in Change Management, Talent & Development, HR Analytics, Employee/Labor Relations, HRIS, and Recruiting/Onboarding Strong communication skills with an ability to engage at all levels Intimate knowledge of HR strategies and processes, as well as current market trends and potential future HR trends.
Track record of preparing and facilitating executive overviews and leadership training Significant experience investigating and resolving complex employee relations matters and Facilitation of functional recruitment strategies and supporting recruitment for senior level roles as needed.
Monitor/ collect information of regulatory updates and ensure legal compliance of all personnel matter (e.
g.
polices, notice, filing) with federal, state or a local legislation.
Review and implement employee handbook, Collective Bargaining Agreement (CBA) in addition to all the human resources policies and procedures, ensuring compliance and executing disciplinary actions when non-compliant behavior is present.
Manage the hiring process including drafting and posting job openings, scheduling and assisting with interviews, consulting supervisors on candidate selection and preparing offer letters.
Manage drug and background screening process.
Manage headcount, turnover, attendance tracking.
Maintain current job descriptions as positions evolve with management regarding staffing and organizational needs.
Manage the employee termination process including exit interviews, communication of final check requirements and timely response to unemployment claims and hearing.
Provide guidance and advise managers and other employees on the understanding and rightful interpretation of personnel policies, programs, and procedures.
Responsible for accurate submit, record and process employee status related to FMLA, FFCRA Provide onsite support to employees regarding benefits, company procedures, employee handbook, open roles and any other item related with HR systems, policies and procedures.
Employee Relations Management Provide counseling, and guidance to stakeholders in handling difficult or complex issues mainly related with employees performance or complaints.
Manage employee claims, conduct investigations, ensuring issues and/or concerns are identified, thoroughly investigated, and resolved properly in accordance with the company's established procedures and guidelines.
Work closely with Plant Manager to define communication and change management strategies to successfully implement new processes, policies or ways of working.
Ensure timely and accurate training records from all training performed at the Omaha Plant and NROC.
OTHER
Responsibilities:
Deep understanding of the Omaha Plant and NROC CBA (Collective Bargaining Agreement) with all the terms and conditions included on it.
Guarantee compliance with all terms and conditions disclosed on the Omaha Plant and NROC CBA.
Conduct and meet with Union representatives for any Grievance, complaints or negotiation required.
Collect, organize and analyze data, reports, documentation for audits and other filing/reporting requirements conducted by the labor authorities or corporate functions of HR, Legal and/or Finance Collect, organize and verify required information for payroll processing; approving and completing payroll process, by confirming and verifying accuracy of payroll data such as paid time off, insurance and any other deduction and time card information.
Collaborate with the Plant Manager to develop and implement training materials and systems.
SKILLS / OTHER PERSONAL ATTRIBUTES REQUIRED:
A proven track record of combining a deep understanding of the business (including goals, strategies, culture and global challenges) with a well-developed consultative approach, to partner with business leadership in creating and implementing solutions which positively help the business achieve its objectives.
Track record of leading HR transition and integration activities associated with mergers, acquisitions, divestitures Solid experience in broad, business-centered HR support with a history of leading significant HR initiatives Ability to synthesize diverse data-points and follow up with appropriate recommendations in line with our strategic initiatives Well-rounded HR background ideally with experience in Change Management, Talent & Development, HR Analytics, Employee/Labor Relations, HRIS, and Recruiting/Onboarding Strong communication skills with an ability to engage at all levels Intimate knowledge of HR strategies and processes, as well as current market trends and potential future HR trends.
Track record of preparing and facilitating executive overviews and leadership training Significant experience investigating and resolving complex employee relations matters Facilitation of functional recruitment strategies and supporting recruitment for senior level roles as needed.
Computer literacy with the following software:
Windows 365, Microsoft Office 2010 and above (Excel, Power Point, Word) Experience with HR ERP System such as SAP, UltiPro or Exponent HR Ability to work in a fast paced environment with strong prioritization skills.
Good written and verbal communicator Demonstrated multi-tasking and project management skills.
Ability to meet deadlines Ability to manage critical deadlines Ability to understand government regulations and policies Demonstrated ability to work as a team member within the organizational structure.
Ability to process data and create pivot tables, graph and charts to show trends and statistics.
Ability to prepare presentations in professional and dynamic manners Demonstrated ability to manage complex employee relations issues.
POSITION REQUIREMENTS:
Bachelor's degree in HR or related field required.
Master's degree in HR or related field a plus.
SHRM-SCP or SPHR certification preferred.
5
years progressive human resource experience in a manufacturing environment preferred.
Labor relations highly desired.
Bilingual preferred.
Schedule flexibility.
WORKING CONDITIONS:
Frequently stands, walks and sits.
Frequently type/keyboard, grip and repetitive hand use.
Occasionally bends at the waist, twists and turns, kneels and squats.
Work hours may vary depending on projects or assignments.
Frequently exposed to loud noises when on the production floor.
Recommended Skills Confidentiality Retention Management Training Human Resources Information System (Hris) Performance Management Develop Human Capital Estimated Salary: $20 to $28 per hour based on qualifications.
|
|
 | |
