Human Resources Manager (Wylie)
SAF-HOLLAND S.A.
Bessenbach, Deutschland
vor 3 Tg.

Position Available : Human Resources Manager

Location : Wylie, TX

Department : Human Resources / Operations

Hours : 7 : 00 a.m. 4 : 00 p.m.

Reports to : Director HR & Plant Manager (Wylie)

Salary Grade : 109 (Exempt)

Qualifications Required :

Qualification 1 : Bachelor's Degree (B.A.) from a four-year college or university required, with a related masters’ degree preferred.

Qualification 2 : 5 years progressive and comprehensive HR experience required including working knowledge of and practical experience with the nuts and bolts of HR and employment law (e.

g., EEO, ADA, FMLA, FLSA, COBRA, etc.).

Qualification 3 : Professional certification (i.e., SPHR, PHR, CLRP), supervisory experience, and labor relations experience, including negotiating, strongly preferred.

Qualification 4 : Ability to read, analyze, and interpret documents such as statistical reports, procedural manuals, general business periodicals, professional journals, technical procedures, and governmental regulations.

Ability to professionally write reports, business correspondence, policies / rules, and procedural instructions. Ability to communicate clearly verbally and effectively present information and respond to questions from groups of managers, employees, government agents, and the general public.

Qualification 5 : Ability to add, subtract, multiply and divide in all units of measure, using whole numbers, common fractions and decimals.

Ability to compute and apply concepts as fractions, percentages and ratios to practical situation, and draw and interpret graphs.

Qualification 6 : Ability to solve practical problems by defining problems, collecting data, establishing facts and drawing valid conclusion.

Ability to deal with a variety of abstract and concrete variables in situations where only limited standardizations exist.

Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

Qualification 7 : Ability to use a personal computer; working knowledge of Microsoft Word, Excel, PowerPoint, Access, and Outlook.

Experience with HRIS system (SAP preferred). Ability to use web-conferencing tools such as WebEx to lead and participate in meetings. Internet familiarity.

Summary of Job Duties :

While working closely and in concert with Location Management, manages the human resources functions for the facility / office.

  • Human resource functions include but are not limited to : implementing SAFHOLLAND HR policies; management of all employment related activities;
  • employee and labor relations; compliance and loss prevention; training and development; wage and salary administration; organizational planning;
  • benefits and retirement plan administration; and providing miscellaneous administrative / accounting service.

    ESSENTIAL DUTIES AND RESPONSIBILITIES

    Duties and responsibilities include the following. Other duties may be assigned. It is expected that each of the duties listed below will be performed to the highest standards of quality, while striving for maximum customer satisfaction, and continually look for ways to improve the methods, practices and procedures within the area.

    Further, a positive work atmosphere must, also, be promoted through professional and effective conduct and communications with customers, clients, suppliers, and employees.

    Policy

  • Implement, communicate, educate, administer, maintain and, when requested, assist with development of Company policies locally to assure a fair and consistent employment environment.
  • Advise managers on Company’s interpretation of policy, seeking clarification from appropriate manager through Director Human Resources or VP of HR as appropriate.
  • Ensure location’s adherence to all Company policies.
  • Lead location’s efforts to request an exception to policy through VP of HR, should a situation worthy of such consideration exist.
  • Employment

    Lead and administer Company’s employment policies, procedures and systems that ensure selection of the best qualified candidate in a manner that is compliant with applicable laws, including affirmative action and equal employment opportunity requirements and goals.

  • Administer Company’s internal system for potential transfer / promotion of qualified internal candidates.
  • Lead hiring managers through the steps of the recruitment / new hire process by executing the following activities.
  • Recruitment (internal and, where appropriate, external)
  • Interviewing (phone and in-person)
  • Screening (e.g. background check, test, drug test, post-offer / pre-employment physical, etc.)
  • Selection
  • Preparing and Extending offer
  • Orientation
  • Manage recruitment efforts with outside vendors or agencies, as needed.
  • Lead and administer location’s participation in Company’s annual employee performance review program in order to provide employees with meaningful performance feedback that will lead to improved performance and employee morale.

    Work closely with managers to address and document under-performing employees in a timely and appropriate manner in an effort to improve the employee’s performance and to make him / her successful.

    Review and approve recommendations for employee discharges and layoffs / reductions prior to implementation to ensure compliance with pertinent employment laws, company policies, and / or, where applicable, labor agreements.

    Prepare employee separation notices and related documentation, conduct separation meetings along with employee’s manager, as well as exit interviews to determine reasons behind separation.

    Work with Director Human Resources on relocation assistance matters.

    Employee Relations

  • Advise managers on handling of employee relations issues to ensure fair and consistent practices, consistent with Company policies and procedures.
  • Execute local duties of Company-wide communication program.
  • Promote and ensure regular, timely, accurate, and two-way communication with all employees to improve morale and foster an environment of information-sharing and trust.
  • Work with Location Management to develop and monitor local employee communication programs (beyond Company-wide program) to increase employee understanding and support of Company’s mission, vision, values, goals and objectives, as well as Industry’s, Company’s and location’s performance, and location’s projects and goals.
  • Work with Location Management to develop local opportunities for employee / Company interaction such as award and recognition programs, celebrations, special events and social functions, following any established Company policies or guidelines.
  • Determine and recommend local employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.
  • Arrange and conduct prompt and thorough investigation of employee complaints of discrimination, etc., including recommending appropriate resolution.
  • Document and, as appropriate, communicate findings and recommended actions.

  • Fosters Company’s and HR’s Values throughout the organization by living them daily.
  • Monitor and report on absenteeism (hourly employees) and turnover.Recommend changes where appropriate to reduce absenteeism and turnover.
  • Labor Relations (Where Applicable)

  • Administer location labor contract and job bid / layoff procedures.
  • Administer and monitor labor activities, including grievance resolution, arbitration, mediation, and legal charges at location.
  • Based on local research, provide input into location’s labor relations strategies and policies geared toward assuring competitive wages and benefits, while ensuring competitiveness of operation.
  • Based on local research, provide input into location’s strategies for contract negotiations and actively participate in team through successful negotiations.
  • Participate as a spokesperson in the grievance procedure.
  • Compliance & Loss Prevention

  • Maintain records of insurance coverage, pension plan, and personnel transactions such as hires, promotions, transfers, and terminations.
  • Maintain records of hired employee characteristics as required for governmental reporting purposes.
  • Maintain evidence of all location’s affirmative action efforts and related records.
  • Train and advise managers and supervisors on nondiscrimination and AA / EEO policies and procedures, requirements and goals.
  • Audit compliance with employment laws, regulations, Company policies and record-keeping requirements.
  • Participate in the development of all government reporting and / or plan development required of the location (e.g. EEO-1, VETS 100, AAP, EO Survey, OSHA 300A, etc.).
  • Prepare and post all required postings (e.g. OSHA 300A, etc.).
  • Ensure all federal and state posting requirements are met.
  • Act as primary contact with outside government agencies in the employment law and safety areas.
  • Represent the organization at personnel related hearings and investigations, responding appropriately to requests for information as required.
  • Assist Operations Management in developing and implementing an effective safety program.
  • Ensure that accident / incident investigations are thoroughly and timely completed, maintaining and filing as required, and assist the top location manager in ensuring that corrective actions are implemented.
  • Track, monitor and analyze location’s safety performance, generating reports as required by company, governmental agencies, or insurance carriers.
  • Manage the location’s loss prevention program in a manner that reduces costs and limits the Company’s financial exposure to charges, claims, suits, etc., by :
  • Administering location’s workers compensation program, including an appropriate return to work program, in a cost effective manner by appropriately and timely attending to legitimate employee work-related illnesses / injuries, enabling the employee to fully recover and return to full duties as quickly as possible.
  • Ensuring effective facility and personnel security practices and measures are developed, implemented and followed.
  • Developing and implementing appropriate drug testing practices and protocols (e.g. pre-employment, post-accident, reasonable suspicion, etc.).
  • Ensure complete security and confidentiality of all personnel records and employee data in electronic or other form.
  • Training and Development

  • Plan and conduct new employee orientation to foster a positive attitude toward Company goals and establish employee’s understand of Company’s Mission, Vision, Values and objectives.
  • Work with department managers to identify specific training needs and plans to ensure employees’ success on the job and maintain compliance with Quality and Environmental standards (i.e. TS and / or ISO).
  • Work with department managers to identify specific developmental opportunities and plans to prepare employees’ for future roles within the Company and maintain compliance with Quality and Environmental standards (i.e. ISO and / or TS).
  • Act as a resource in locating appropriate programs and resources to meet training / development needs.
  • Consult with managers on individual and team training / development needs annually.Work with team members, managers, and work teams to develop both individual and organizational effectiveness.
  • Work with location management to identifying critical skill requirements and develop training strategies to meet current and future staffing needs.
  • Ensure the proper completion of all training document and training records maintenance in compliance with Company’s ISO / TS procedures.
  • Wage and Salary Administration

  • Administer location’s participation in annual salary review and bonus process.
  • Review and approve all recommended salary actions based on promotions, transfers, demotions, adjustments, reevaluations to ensure consistency with Company policies and that no discrimination and other inequities exist.
  • Conduct and / or reference local wage and salary surveys annually, sharing information with the Director Human Resources.
  • Lead location’s efforts to request establishment or re-evaluation of a position, should a situation worthy of such consideration exist.
  • Organizational Planning

  • Review and revise proposed new and modified job descriptions as requested by managers for completeness and accuracy prior to submission to Staff HR for consideration.
  • Participate in salary grading process for new job descriptions as requested.
  • Work with department managers to assist with organizational changes such as reorganizations, reduction in force, etc.
  • Benefits Administration

  • Communicate employee benefit plans throughout location and act as the clearing house for questions presented to same.
  • Administer vacations, holidays, paid and un-paid time off and leaves, education reimbursements, and other benefits as offered consistent with Company policies.
  • Lead location’s annual Open Enrollment process consistent with Company’s procedures and process.
  • Conduct and / or reference local benefit surveys annually, sharing information with the Group Benefits Manager.
  • Additional

  • Develop positive working relationships with employees, managers, corporate officials, and, where applicable, labor organization representatives through superior interpersonal and communication skills.
  • Handle or oversee processing of location’s payroll and for submissions to the accounting / payroll functions.
  • Act as liaison with the local community, fostering goodwill.
  • Develop and administer the approved charitable contributions budget.
  • Provide miscellaneous administrative / accounting support.
  • Candidate Pool : Open to any qualified employee.

    Travel Requirements : Minimal travel required.

    Relocation : Benefits available.

    Resumes can be e-mailed to with HR Mgr. (Wylie) in the subject line, or faxed confidentially to 616-546-6813.

    EOE-AA-M / F / Vet / Disability

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