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:
REQUIREMENTS, MINIMUM EDUCATION LEVEL, AND EXPERIENCE:
SKILLS: