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HR Generalist - TX

CPG Talent Management

HR Generalist - TX

Dallas, TX
Paid
  • Responsibilities

    POSITION SUMMARY:
    Reporting to the Plant HR Manager, the HR Generalist will be high critical member of the HR team responsible for 600 union employees in a high speed CPG manufacturing plant.  Minimum of 2 to 5 years of experience as a HR Generalist in a manufacturing environment and preferably 5-7 years overall experience. Bachelor's degree required. Candidates from companies with World Class HR Programs are desired. 

    We are looking for a candidate who is looking to be promoted in 2 years to Manager level with the ability to be relocated by the company to other company locations.  There will be opportunity to be promoted without relocation though it gives you and the company more options to consider for your next career move.  

    The Human Resources Generalist will build and support the people capabilities in the organization utilizing HR knowledge. Will drive and implement HR initiatives to increase organizational effectiveness, including recruitment and selection of new employees, talent development and performance management, employee engagement, employee relations/labor relations, policy/contract interpretation, compensation administration and legal compliance and administration of various programs. Must be well versed with HR Systems and Excel.

    RESPONSIBILITIES:

    HR Execution: Provide flawless execution of the People strategy processes that attract, train, and retain employees to support the organization's short and long term business needs. Execute workforce planning processes for the organization such as recruitment, talent development, succession planning, and realignments/restructures. Ensure the culture & working environment is open, empowering, fair and equitable.

    Delivery of HR services: Ensure all service levels are met/exceeded. Examples: Training: Organize and implement training/development programs that meet the goals and objectives of the team/individual. Recruiting: Define candidate profiles to ensure the right talent is selected to align with business requirements. Compensation: Ensure pay for performance philosophy and maintenance of equitable compensation of employees' based on incumbent and market data.

    Performance & Talent Management: Utilize the performance, talent and succession planning management systems to help drive the achievement of company goals through objective and development plan setting, performance calibration, and talent development. Communicate to People Managers (and drives usage of ) all tools available that will assist individual and team performance improvement at all levels. Provide counsel and guidance to Leadership on all people management and development issues, training and development.

    Employee / Labor Relations: Establish and Maintain effective “win – win” working relationships with (and between) employees, supervisors and managers. Maintain relationships with employees at all levels of the organization. Promote and foster an environment of open communication and honest, candid feedback. Handle investigations when required.

    ADDITIONAL HR RESPONSIBILITIES:

    • Supports H.R. Manager in the diagnosis of organizational problems.
    • Implements communications programs to increase employee engagement and morale.
    • Assists line clients with successful on-boarding for new employees.
    • Partners with HR Coordinators/Employee Services Team on various activities including: Hires, Transfers, Promotions, Separations, Retirements, Disability, FMLA, etc.
    • Manages communications/coordination of employee organization changes.
    • Manages with outside partner the relocation process for new hires and transferees within client groups.
    • Consults with employees and managers to address root causes of issues and resolves through a systematic and analytical approach, including investigations and focus groups as appropriate.
    • Consults with management team to analyze and assess people needs and issues and develops and implements appropriate action plans.
    • Assures compliance with all applicable laws and corporate policies/guidelines and identifies opportunities to develop and implement new practices/guidelines to achieve business goals.
    • Ensures that all HR administrative functions are handled in an accurate and timely manner.

    REQUIREMENTS, MINIMUM EDUCATION LEVEL, AND EXPERIENCE:

    • Bachelor’s degree in Human Resources or Management or related field (e.g. Business, Organizational Communication, Industrial Psychology) required. SHRM certification preferred but not required.
    • 4 years (or more) prior work experience in an HR Generalist role in a manufacturing plant, distribution center or closely related field.
    • Must possess fundamental knowledge of human resources laws, practices and procedures
    • Fundamental business acumen
    • Fundamental skills in influencing and persuasion; preferred skills in group facilitation
    • Strong communication and interpersonal skills associated with developing trusting relationships
    • Strong organization and prioritization skills. Excellent follow through.
    • Ability to make decisions based on all relevant information. Build recommendations and solves problems, based on this data; may use spreadsheets, performance indicators, or other tools to analyze the data.

    SKILLS:

    • Strong analytical and conceptual thinking skills; ability to analyze data
    • Must be proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook and Access) and an HRIS system (such as Kronos or SAP)
    • Excellent communication (both oral and written) and interpersonal skills
    • Ability to prioritize workload and self-manage projects, handle multiple tasks and meet strict deadlines
    • Must be detail oriented and have strong problem solving and decision making skills
    • Must be able to work with all levels of employees and management within the organization and offer off shift coverage and work extended hours
    • Must possess good presentation and training skills