What are the responsibilities and job description for the HR Manager position at Vesuvius USA?
Vesuvius is a global leader in molten metal flow engineering and technology, primarily serving the global steel and foundry industries. We develop innovative solutions that enable our customers to increase their efficiency and productivity, enhance quality, improve safety and reduce their costs and their environmental impact. Our history spans more than 100 years, we are on six continents with more than 10,000 employees. We value diversity. Sustainability is at the heart of everything we do. We aim to deliver sustainable, profitable growth to provide our shareholders with a superior return on their investment, while providing our employees with a safe workplace where they are recognized, developed and properly rewarded.
The ideal candidate will need to be open to travel - 40% of the time - and manage multiple manufacturing sites.
Responsibilities:
Managing and advising on all HR policies and programs to include:
Hiring: To include full hiring cycle in posting, pre-screening, interviewing, and on-boarding in accordance with AAP guidelines. Maintaining the AAP files and program.
Compensation & Total Rewards: Interact with management in determining pay grades for positions and conducting market analysis to ensure pay is consistent with grade and market. Review of salaries, grades, positions periodically to ensure there is no adverse impact. Continuous improvement on reward opportunities for employees.
Total Benefits: Understanding benefits offered and answer or direct inquiries to the appropriate resolution. Create on-going initiatives to encourage wellness and employee engagement.
Employee Relations: Provide coaching, counseling, and conduct investigations when required to resolve employee relation issues in both union and non-union environments.
Training & Development: Ensure performance management is completed annually. Work with management on identifying development plans for succession planning or performance improvement and establishing training needs in line with the department needs. Conduct annual training needs analysis to set training initiatives annually. Interact with outside vendors in designing and implementing specific training needs and organize the coordination of the training.
HRIS: Administer various employee and personnel-related databases, develop reports and evaluate procedures and technology solutions to improve HR data management and capabilities.
Administration: Will provide direct administrative support for hourly and salary employees:
Payroll: Support weekly and biweekly hourly payroll through Kronos and UltiPro system.
On-boarding data entry of new hires into the UltiPro On-boarding module.
Data maintenance of HR Database to include correct Cost Account and department maintenance in conjunction with Finance.
Employee relations including investigations, disciplinary, terminations, and organizational restructuring.
Qualifications:
- Position requires a minimum bachelor’s degree in Human Resources or Business Administration.
- PHR or SPHR certification preferred
- Minimum of five (5) years diverse human resources experience
- Direct exposure to manufacturing and/or sales preferred
- Prior experience with Lean, Six Sigma, ISO practices a plus.
- Experience with various HR Systems including payroll, training, recruitment required.
Knowledge:
- Excellent working knowledge of Federal, State and Local laws and regulations.
- In-depth knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
- Business acumen including understanding of financial statements and the relationship between Human Resources and operational expenses.
Problem Solving & Complexity:
- The position faces a broad diversity of responsibilities primarily in the area of employee relations involving required solutions where there is no precedent or standard answer.
- Reduce risk by ensuring compliance with federal, state and local laws and industry regulations by advising department managers on legal implications of HR issues related to discipline and employee grievances.
- Other Department Directors and Managers look to this position to resolve complex situations dealing with employee relations, salary administration and general advice and consultation in the incumbents’ area of expertise.
The HR Manager will report to the HR Director. The specific salary offered to a candidate may be influenced by a variety of factors including experience, education and location.