Senior HR Manager

SUMMARY: As a member of the plant management team, this role is responsible for ensuring a highly engaging, safe and productive workplace.  Tasks are diverse and range from strategic to administrative, including culture/communications, recruitment/selection, performance management, workforce planning and key position succession planning, compensation/salary administration, HR metrics/analytics, employee relations, change advocacy, benefits communications, workers compensation and leave of absence implementation , and HRIS/record-keeping.  

ESSENTIAL DUTIES AND RESPONSIBILITIES:

• Facilitate and champion activities to drive meaningful organizational change.
• Develop facility HR strategies, goals and objectives (in line with Divisional and Corporate HR), and implement policies and procedures to support divisional objectives. 
• Promote a highly engaged workforce through appropriate communications, supervisory skills coaching, people development, wellness, and proactive union avoidance strategies.
• Ensure a consistent and deliberate approach to performance management.  Enable a culture in which performance management and reward systems encourage teamwork, differentiate based on contributions, uphold corporate values, and recognize sustained service to stakeholders.
• Prepare and interpret periodic metrics for local management to enable informed decision-making and prioritization. This would include analysis related to turnover, wages, onboarding, morale and other engagement considerations.    
• Coordinate and administer policies relating to all manner of HR activities.  Interpret company policies and guidelines.  
• Implement techniques and procedures for the recruitment, onboarding, and training to achieve divisional objectives, while also promoting the Tekni-Plex brand, vision, values, key people processes. 
• Investigate causes of disputes and grievances and recommend corrective action. 
• Maintain accurate and compliant HR records using all relevant HR software systems.   
• Assist in communicating and answering questions about benefit policies & services and other employer sponsored programs.
• Administer state and federally mandated programs related to employment, including non-discrimination and leaves of absence. 
• Maintain personal professional growth and development through seminars, workshops and professional affiliations to keep abreast of latest trends in field of expertise. 
• Attend and serve on professional/civic service organizations as company representative when appropriate. 
• Acts as arbiter in policy problems, wage and salary issues and employee relations disputes.
• Participates as a member of the Facility Management Committee(s) and Projects
• Promotes worker safety by:
  • Actively assesses activities on a constant basis to ensure no unsafe actions or results will occur.
  • Stressing safe working practices as a condition of employment to associates.
  • Assisting in audits of employee behaviors to ensure compliance with safety rules and guidelines, as well as housekeeping audits and surveys.
• Ensures Quality products and processes are maintained by:
  • Understanding and supporting both quality policies and the Quality System.
  • Assist in identifying and correcting any quality issues as appropriate.
  • Participating in system or quality based training provided by the company or recommended by the company.
• Actively participates in the continuous improvement process (CIP) by:
  • Identifying and addressing any opportunities to reduce cost, improve product/process and/or improve overall operations
  • Participating in CIP teams to eliminate problems, streamline operations or other areas as defined by management
  • Participating in CIP training and exercises designed to expand the potential for continuous improvement.

Non-Essential Duties:  Performs other duties that may be assigned.

QUALIFICATIONS:   Must have a track record of understanding and connecting business objectives to effective HR programs and initiatives.  Demonstrates assertiveness, excellent critical thinking, written and verbal communication skills.  Requires strong relationship skills at all levels of the organization (hourly associates through plant and divisional leadership), and the ability to handle and prioritize multiple priorities.  Requires the ability to maintain confidentiality of information and cultivate trust and credibility.  Must have sound judgment and be an advocate for  change.  Some experience with talent management concepts and practices required.  Some union/union avoidance experience preferred.

EDUCATION and/or EXPERIENCE:  

• Requires a BS/BA degree or equivalent with 8 years of generalist Human Resources experience, 3 years as an HR Manager
• Two years of Manufacturing/plant/shift experience preferred
• Experience supporting a workplace that is 24/5 or 24/7 is required
• Must be proficient in Excel, Word and PowerPoint.

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