HR Manager

JOB SUMMARY:

The Human Resource Manager will lead and direct the daily functions of the Division/Division Support Human Resources (HR) department and enforcing company policies and practices. The position will deliver value-added service to management and employees that reflects the business objectives of the division/company. The HR Manager maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, its competition, and potential threats.

 

JOB DUTIES AND ESSENTIAL FUNCTIONS:

 

• 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, and retention.
• Maintains reporting and improvement process for Key Performance Indicators (KPI’s).
• Manages Worker’s Compensation and return-to-work case management for work related injuries.
• Analyzes trends and metrics in partnership with the HR division support group to develop solutions, programs and policies.
• Leads talent management, succession planning, organizational development and organizational effectiveness process initiatives.
• Leads year-end processes including performance management and salary planning.
• Maintains employer of choice status through demonstration, application, and ensuring integration of CSMI’s company culture and values.
• Maintains knowledge of HR related laws, requirements, and government reporting regulations ensuring company policies, procedures, and reporting are in compliance.
• Ensures internal compliance with regards to standard operating procedures, policies and delegation of authority for all core HR processes.
• Provides support and guidance to HRBP’s, HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise.
• Administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Creates learning & development programs/initiatives for employees.

 

MINIMUM QUALIFICATIONS:

Required Skills/Abilities:

·        Excellent verbal and written communication skills.

·        Excellent interpersonal, negotiation, and conflict resolution skills.

·        Excellent organizational skills and attention to detail.

·        Strong analytical and problem-solving skills.

·        Ability to prioritize tasks and to delegate them when appropriate.

·        Ability to act with integrity, professionalism, and confidentiality.

·        Thorough knowledge of employment-related laws and regulations.

·        Proficient with Microsoft Office Suite or related software.

·        Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.

Education and Experience:

·        Bachelor’s degree in Human Resources, Business Administration, or related field required.

·        Minimum of 5 years professional HR experience in an industrial/manufacturing environment.

·        A minimum of three years of human resource management experience preferred.

·        SHRM-CP or SHRM-SCP highly desired.

·        Exposure: Project management, continuous improvement and problem solving skills with the demonstrated ability to develop strong partnerships and effectively manage relationships.

·        This is a safety sensitive position

·        Consistently exhibits and displays the company’s values of “Own It. Can Do. Act in Love.”

o   Own It – Commitment to customer, the company, and each other

o   Can Do – Pursuing continuous improvement

o   Act in Love – Treating others with humility, respectfulness, kindness, honesty, patience, and self-control

Physical Requirements:

·        Prolonged periods of sitting at a desk and working on a computer.

·        Must be able to lift 15 pounds at times. 

·        Must be able to access and navigate each department at the organization’s facilities.

SUPERVISORY RESPONSIBILITIES:

• Recruits, interviews, hires, and trains new staff in the department.
• Oversees the daily workflow of the department.
• Provides constructive and timely performance evaluations. 
• Handles discipline, development, and termination of employees in accordance with company policy.