Req-60711 Manager, Human Resources (Open)

How you will make history here…

The Manager, Human Resources, is responsible for systems and processes at Downingtown, PA location, which employs approximately 280 hourly, salaried and contract associates.  The individual in this generalist role will have operational responsibility for recruitment and retention, employee relations, training and talent development, organization effectiveness, wage and salary administration, performance management, employee safety and wellness, engagement planning, oversite to company store and benefits administration.  In addition to managing compliance activities, the incumbent will act as a strategic business partner in building a high performing culture, as well as lean manufacturing and other continuous improvement initiatives that support both the plants and Company’s overall goals and objectives.

What you will do…

• Daily HR Operations - Provide ongoing recruiting support to the plant management team and Talent Acquisition. 
• Employee Relations: Maintain a positive employee relations environment by responding to all employee relations issues and guiding them to successful resolution. Lead training for front-line leaders.
• Policy and Investigations: Conduct thorough and prompt investigations, interpret and explain Company policy, coach employees as necessary, and ensure that disciplinary action is administered fairly and consistently.
• Learning and Development: Drive employee learning and development by facilitating workshops and other training programs. Identify plant and individual training needs and develop a curriculum focusing on managerial/supervisory development, diversity and inclusion, new hire selection process, objective setting, etc.
• Talent Development: Build internal talent by driving the creation, implementation, and execution of high-quality development plans which are directly linked to the annual Succession Planning process.
• Compensation Management: Manage the compensation process for both hourly and salaried employees. Conduct an annual survey of prevailing hourly wages in the local area; prepare an Hourly Wage Recommendation.
• Job Descriptions: Partner with the management team to develop job descriptions for open salaried positions; work with Corporate Compensation to identify appropriate levels and salary ranges for these openings.
• Performance Management: Provide focus and direction for performance management activities. Drive the Hourly Performance Management Program. Lead salaried employees through objective setting, Individual Development Planning, mid-year review, and year-end performance appraisal processes.
• Safety Performance: Partner with the management team to drive safety performance and employee accountability for safety throughout the plant. Work with the Safety Manager to manage occupational injury/illness claims and administer Workers’ Compensation.
• Wellness Programs: Provide leadership for the implementation of unique, site-specific wellness programs (in addition to corporate programs) to encourage employee involvement.
• Organizational Engagement: Drive high organizational engagement and empowerment by implementing a survey tool to measure culture, manager quality, high performance, and employee engagement. Help managers interpret survey results, facilitate engagement planning sessions, and develop and execute robust action plans.
• Benefits Administration: Oversee benefits and leave of absence administration. Communicate benefit changes, manage the Annual Enrollment process, and assist employees in resolving benefit and leave issues.
• Certification Programs: Provide ongoing leadership for continuous improvement initiatives and participate in and help drive the 5S Program, kaizen events, standard work development, etc.
• Culture Building: Assist the Plant Director, HR – Supply Chain in building a high-performing culture while simultaneously sustaining its unique culture, as well as implementing other key strategic initiatives.
• Regulatory Compliance:
• Affirmative Action: Develop the annual Affirmative Action Plan and quarterly updates in compliance with Company and EEOC guidelines.
• OSHA Compliance: Partner with the Leadership Team to ensure full compliance with OSHA standards.
• FMLA and ADA Compliance: Drive compliance with FMLA and ADA regulations.
• Legal Compliance: Ensure compliance with all relevant employment laws, regulations, and company policies. 
• Policy Interpretation and Employee Relations: Interpreting company policy and resolving complex employee relations issues fairly and consistently. Being available to respond to these issues on a 24/7 basis.
• Interpersonal Savvy: Possessing the interpersonal skills necessary to interact effectively with employees at all levels of the organization, from hourly production workers to the Company President. Tailoring messages and presentation styles to fit the audience.
• Legal Partnership: Partnering effectively with the Corporate Legal Department to investigate and resolve Integrity Hot Line complaints, complex employee relations issues, ethics violations, and charges filed by regulatory agencies.
• Project Management: Managing multiple projects simultaneously and prioritizing based on business needs.
• Organizational Alignment: Aligning plant projects and initiatives with company goals to drive organizational alignment.
• Compliance Reviews and Audits: Serving as the company contact and liaison during compliance reviews and audits by regulatory agencies, such as EEOC and State Human Relations Commission.
• Recruitment: Partnering with the plant leadership team to determine appropriate crewing levels and sourcing a diverse slate of qualified candidates for both hourly and salaried positions.
• Change Management: Serving as a change agent and helping employees adapt to organizational change. Actively supporting and driving lean transformation and a high-performing culture.
• Performance Management: Driving the performance management process for hourly and salaried employees, meeting all corporate timelines and deliverables.
• Workforce Awareness: Staying current with internal and external factors impacting the plant’s workforce, including new or revised company policies, developments in employment law, and pending legislation. Communicating these changes to the plant leadership team and making appropriate recommendations.

What you bring to the table…

• Bachelor’s Degree.
• 5+ years of previous Human Resources Generalist experience. 
• 3+ years HR experience in a manufacturing environment. 

It would be nice if you have…

• BA/BS in Human Resources Management or a related field.
• M.A./M.S. degree in Human Resources Management. 
• PHR or SHRM certification.
• Experience in manufacturing. 
• Extensive Human Resources Generalist background with a comprehensive working knowledge of employee relations, employment law, and regulatory compliance.
• Exceptional interpersonal skills, including excellent verbal and written communication abilities.  
• Strong listening and strong facilitation and conflict resolution skills.
• Demonstrated business savvy.  Must possess strong organizational and analytical skills and attention to detail.
• Familiarity with Lean principles and initiatives, including 5S programs and standard work development.
• Proficiency with Microsoft Office applications, including Word, PowerPoint, Excel, and Outlook.