HR Manager

Key Responsibilities

Strategy and Leadership

• Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Provide supervision and guidance to direct reports; coach and develop direct reports to ensure future succession and bench strength.
• Act as a change agent and work to establish a positive workplace culture focused on high performance and transparency through an effective communication strategy.
• Facilitate development and implementation of company enterprise programs; align them with corporate and local business HR strategy, policies, programs, and objectives to promote high employee engagement.

Recruiting and Talent Acquisition

• Lead and actively participate in talent acquisition by recruiting, selecting, orientating, and training team members.
• Update job requirements and job descriptions for all positions.
• Use HRIS (UKG Pro) to track applicants.
• Collaborate with hiring managers to understand their staffing needs and develop tailored recruiting strategies.
• Create and maintain job descriptions and job requirements for all positions,
• Use various online platforms (really, LinkedIn, Monster, etc.) to source and attract potential candidates.
• Establish and maintain relationships with local trade schools and universities for recruiting purposes.
• Coordinate and participate in job fairs, career events, and other recruiting activities.
• Monitor and evaluate the effectiveness of recruiting strategies and adjust as needed.
• Schedule and deliver new hire orientation and benefits overview to new hires.
• Manage the new hire paperwork process
• Schedule drug testing and communicate results.
• Manage background, MVR check, and drug testing for all Team Members (some of which have CDLs)
• Counsel managers on candidate selection and best practices for effective and legal interviewing.
• Complete employer section of Form I-9 for all new hires and file properly, separate from personnel files
• Complete online E-Verification for all new hires

Talent Management

• Oversee the talent management process; facilitate talent assessment process.
• Design talent development plans as appropriate.
• Identify competency, knowledge, and talent gaps; create and participate in plans for filling those talent gaps.

Employee Relations

• Act as a point of contact for employee concerns, grievances, and conflicts, ensuring timely and effective resolution.
• Conduct regular employee engagement surveys and analyze results to identify areas for improvement.
• Provide guidance and support to managers on handling employee performance issues, disciplinary actions, and terminations.
• Conduct and analyze exit interviews to identify trends and recommend changes to improve retention

Legal Compliance

• Ensure compliance with all federal, state, and local laws and regulations.
• Conduct timely and thorough investigations into employee complaints, harassment allegations, and other workplace issues.
• Provide training to employees and managers on legal compliance topics, such as anti-discrimination, harassment prevention, and workplace safety.
• Create and maintain personnel and medical files properly, complying with company records retention and destruction policies.
• Manage worker’s compensation cases

Administrative

• Respond to Unemployment Claims
• Complete verification of employment (“VOE”) requests
• Reset passwords in HRIS (UltiPro) and Payroll system (Kronos)
• Verify attendance, hours worked, and pay adjustments
• Run reports for anniversary, birthday, and telephone lists
• Update Team Member information in HR database
• Maintain professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies.
• Provide supervision and guidance to direct reports; coach and develop direct reports to ensure future succession and bench strength.
• Look up, and communicate, PTO balance
• Other duties as assigned

Job Requirements

• Bachelor’s degree in related field, required
• Master’s degree or MBA, preferred
• Professional HR certification (PHR or SHRM-CP), highly desired.
• Minimum of five (5) years Human Resource experience (to include benefits) in a 100 person organization, required.
• Safety program management experience, preferred.
• Excellent MS Word/Excel/Outlook skills
• Experience with HRIS database required, CoAdvantage preferred, or other HRIS platform
• Excellent verbal and written communication skills
• Must be fluent in English, ability to speak other languages a plus
• Critical thinking and problem-solving skills
• Exceptional Communication skills
• Planning and organizing
• Maintain confidentiality

Benefits of Employment

In addition to excellent career growth opportunities, Federal Signal Corporation offers a wide array of benefits including: annual bonus potential, insurance (life, medical, dental, vision), paid holidays, paid vacation, 401(k) with matching contributions and tuition reimbursement. We provide our employees with a smoke-free, drug-free workplace.

Federal Signal Corporation (NYSE: FSS) builds and delivers equipment of unmatched quality that moves material, cleans infrastructure, and protects the communities where we work and live. Founded in 1901, Federal Signal is a leading global designer and manufacturer of products and total solutions that serve municipal, governmental, industrial and commercial customers. Headquartered in Downers Grove, IL, with manufacturing facilities worldwide, the Company operates two groups: Environmental Solutions and Safety and Security Systems. For more information on Federal Signal, visit: www.federalsignal.com.

The Company is an equal opportunity employer. Qualified applicants will not be discriminated against on the basis of, and will receive consideration for employment without regard to, race, color, religion, national origin, sex, sexual orientation, gender identity, age, disability, genetic information, status as a protected veteran, or any other protected category, characteristic, or trait under applicable law. If you require reasonable accommodation in the application process, contact Human Resources at HR@federalsignal.com. All other applications must be submitted online. #LI-PZ1

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)