What are the responsibilities and job description for the Human Resources Manager position at Magnera Corporation?
Overview
Magnera's purpose is to better the world with new possibilities made real. For more than 160 years, the originating companies have delivered the material solutions their partners need to thrive. Through economic upheaval, global pandemics and changing end-user needs, they have consistently found ways to solve problems and exceed expectations. By bringing together these legacy companies, the distinct scale and comprehensive portfolio of products will bring customers more materials and choices. With a combined legacy of resilience, Magnera will build personal partnerships that withstand an ever-changing world.
JOB SUMMARY:
The Human Resources Manager plays a key role in fostering a people-first, high-performance culture by developing and empowering employees, supporting leadership, and driving continuous improvement. As a strategic partner to plant leadership, this role ensures HR practices align with business goals while promoting engagement, growth, and innovation. This position oversees key HR functions including employee relations, salary administration, payroll, compensation and benefits, talent acquisition and development, performance management and change management. Additionally, the HR Manager ensures legal compliance, keeps leadership informed of employment law changes, and provides insights on evolving HR trends. In this role, the Human Resources Manager makes and facilitates decisions that support both employees and the long-term success of the organization. The Human Resources Manager will also partner with other HR and business leaders within Magnera to ensure consistency and continuity within the organization as appropriate.
Responsibilities
- Champion a People-First Culture: Foster a positive, inclusive, and engaging workplace where employees feel valued, supported, and empowered. Lead by example in prioritizing safety, well-being, and respect for all team members in daily interactions.
- Drive Continuous Improvement in HR Operations: Optimize HR processes to ensure efficient, high-quality services that enhance the employee experience. Continuously refine policies, procedures, and workflows to improve efficiency and impact.
- Serve as a Strategic HR Partner: Provide expert guidance to supervisors, managers, and employees on HR policies, procedures, and best practices. Support leadership in addressing employee relations concerns and resolving workplace challenges in a fair and effective manner. Assist in preparing corrective actions and supporting performance improvement efforts.
- Support Leadership & Performance Development: Equip leadership with the tools and strategies to enhance employee performance, including coaching techniques, delivering effective feedback, facilitating productive conversations, and ensuring continuous development.
- Recruit, Onboard & Retain Top Talent: Lead recruitment efforts by sourcing, interviewing, and selecting candidates to fill vacancies with the best talent. Plan, support, and conduct engaging new employee orientations that foster a strong connection to company goals and culture.
- Develop & Empower Employees: Drive talent development initiatives, providing employees with growth opportunities through training, mentorship, and career pathing. Foster a culture of learning, innovation, and continuous improvement to support both individual and business success.
- Ensure Compliance & Legal Adherence: Stay ahead of legal requirements and government reporting regulations, ensuring HR policies, procedures, and documentation remain compliant and aligned with best practices.
- Promote Competitive & Fair Compensation and Benefits: Actively manages local compensation and benefits processes according to Magnera guidelines. Partners with Corporate Compensation to ensure compensation remains competitive and aligned with industry trends. Effectively explains and communicates with employees on benefit offerings. Oversees time and attendance processes to assure accuracy and timeliness of payroll and serves as interface with corporate payroll. Oversees FMLA.
Qualifications
- Bachelor’s Degree in a field related to human resources management, organizational studies, business management/administration, or related field.
- PHR or SHRM Certification is a plus.
- 5 years of progressive HR experience, with at least 3 years in a manufacturing environment.
- Supervisory/leadership experience is preferred.
