Job Description

JOB PURPOSE: THE HUMAN RESOURCES MANAGER IS DIRECTLY RESPONSIBLE FOR THE OVERALL PLANNING, DEVELOPMENT, IMPLEMENTATION, ADMINISTRATION, AND EVALUATION OF THE HUMAN RESOURCES FUNCTIONS AT ALL LOCATIONS OF THE COMPANY. THE HUMAN RESOURCES MANAGER IS ALSO RESPONSIBLE FOR PROVIDING ADVICE AND COUNSEL TO MANAGERS, SUPERVISORS, AND EMPLOYEES IN SUCH FUNCTIONS.

ESSENTIAL JOB FUNCTIONS:  

1. RESPONSIBLE FOR THE OVERALL HR STRATEGIC PLANNING OF THE COMPANY

• IS RESPONSIBLE FOR ALL POLICIES, PROCEDURES, AND PROGRAMS RELATED TO THE HUMAN RESOURCES OF THE COMPANY.

• ANNUALLY REVIEWS AND MAKES RECOMMENDATIONS TO EXECUTIVE MANAGEMENT FOR IMPROVEMENT OF THE ORGANIZATION'S POLICIES, PROCEDURES AND PRACTICES ON PERSONNEL MATTERS.

• DEVELOPS AND ADMINISTERS VARIOUS HUMAN RESOURCES PLANS AND PROCEDURES FOR ALL COMPANY PERSONNEL.

• EVALUATES REPORTS, DECISIONS AND RESULTS OF DEPARTMENT INITIATIVES IN RELATION TO ESTABLISHED GOALS. 

• RECOMMENDS NEW APPROACHES, POLICIES AND PROCEDURES TO EFFECT CONTINUAL IMPROVEMENTS IN EFFICIENCY OF DEPARTMENT AND SERVICES PERFORMED.

1. ENSURES ORGANIZATION COMPLIANCE WITH FEDERAL, STATE, AND LOCAL REGULATIONS

• MAINTAINS KNOWLEDGE OF INDUSTRY TRENDS AND EMPLOYMENT LEGISLATION AND ENSURES ORGANIZATION'S COMPLIANCE.

• UPDATES CURRENT COMPANY POLICIES AND PROCEDURES, AND COMMUNICATES THE CHANGES TO AFFECTED EMPLOYEES, AND BY MONITORING THE PROPER IMPLEMENTATION OF SUCH CHANGES.

• DEVELOPS AND MAINTAINS AN AFFIRMATIVE ACTION PROGRAM; SUPPORTS THE FILING OF EEO-1 ANNUALLY; MAINTAINS OTHER RECORDS, REPORTS AND LOGS TO CONFORM TO EEO REGULATIONS.

• PROVIDES ADVICE AND COUNSEL TO MANAGERS, SUPERVISORS, AND EMPLOYEES ON HUMAN RESOURCES RELATED MATTERS TO HELP ENSURE COMPLIANCE.

1. DEVELOPS AND MANAGES THE COMPANY’S TOTAL COMPENSATION PROGRAM

• ASSISTS MANAGEMENT IN ESTABLISHING THE COMPANY’S OVERALL COMPENSATION PHILOSOPHY AND STRATEGY TO ATTRACT AND RETAIN TALENTS.

• IMPLEMENTS AND UPDATES THE COMPENSATION PROGRAM BY CONDUCTING ANNUAL SALARY SURVEYS AND DEVELOPING THE MERIT POOL (SALARY BUDGET).

• ASSIST MANAGEMENT IN THE ANNUAL REVIEW OF ITS TOTAL COMPENSATION PLAN WHICH INCLUDES THE BASE PAY AND VARIABLE PAY/INCENTIVE PROGRAM.

• STAYS ABREAST OF CURRENT LABOR MARKET CONDITIONS AND COMPENSATION TRENDS TO UPDATE THE CURRENT COMPENSATION PROGRAMS TO MAINTAIN THE COMPANY’S COMPETITIVENESS.

1. MANAGES WORKFORCE PLANNING, DEVELOPS AND IMPLEMENTS RECRUITING AND HIRING PLANS

• DISCUSSES WITH SENIOR MANAGEMENT STAFFING NEEDS AND DEVELOPS RECRUITING AND HIRING TIMELINES AND STRATEGIES FOR COST-EFFECTIVENESS AND TIMELINESS OF SUCCESSFUL HIRES.

• OVERSEES THE RECRUITMENT EFFORT FOR ALL EXEMPT, NONEXEMPT AND TEMPORARY POSITIONS.

• EVALUATES THE COMPANY’S RECRUITMENT PROGRAM TO INCLUDE CONTINUED RELATIONSHIP BUILDING WITH COMMUNITY RESOURCES, TEMPORARY AGENCIES, AND MONITORS BEST PRACTICES REGARDING RECRUITMENT STRATEGY AND REGULATORY COMPLIANCE.

• DEVELOPS AND IMPLEMENTS AN EFFECTIVE ON-BOARDING PROGRAM TO ACCLIMATE AND WELCOME NEW EMPLOYEES INTO THE COMPANY, ENSURING THAT THEY ARE PROVIDED WITH THE TOOLS, RESOURCES, AND KNOWLEDGE TO BECOME SUCCESSFUL AND PRODUCTIVE MEMBERS OF THE COMPANY.

• COORDINATES OR CONDUCTS EXIT INTERVIEWS TO DETERMINE REASONS BEHIND SEPARATIONS, AND TO MAKE RECOMMENDATIONS TO CEO AND SENIOR MANAGEMENT ACCORDINGLY.

• ADVISES ON SUCCESSION PLANNING FOR KEY POSITIONS AS NEEDED.

1. MANAGES PERFORMANCE MANAGEMENT & PROFESSIONAL DEVELOPMENT PROGRAMS

• MANAGES THE CORPORATE’S ANNUAL PMDS/PERFORMANCE EVALUATION PROGRAM.

• RECOMMENDS, EVALUATES AND PARTICIPATES IN STAFF DEVELOPMENT FOR THE ORGANIZATION.

• SPEARHEADS PROFESSIONAL DEVELOPMENT OPPORTUNITIES FOR MANAGEMENT AND EMPLOYEES TO IMPROVE THE EFFICIENCY AND/OR PRODUCTIVITY OF THE COMPANY, AND TO MEET THE COMPANY’S SHORT-TERM AND LONG-TERM BUSINESS NEEDS.

1. OVERSEES HR ADMINISTRATION AND RECORDKEEPING FUNCTION OF COMPANY POLICIES AND PROCEDURES

• WORKS DIRECTLY WITH DEPARTMENT MANAGERS TO ASSIST THEM IN CARRYING OUT THEIR RESPONSIBILITIES ON PERSONNEL MATTERS.

• DEVELOPS AND MAINTAINS A HUMAN RESOURCE INFORMATION SYSTEM THAT MEETS THE ORGANIZATION'S PERSONNEL INFORMATION NEEDS.

• MANAGES THE MAINTENANCE OF DEPARTMENT RECORDS AND REPORTS, INCLUDING, BUT NOT LIMITED TO ORGANIZATIONAL CHARTS AND EMPLOYEE DIRECTORY.

• DEVELOPS, RECOMMENDS AND IMPLEMENTS PERSONNEL POLICIES AND PROCEDURES, AND MAINTAINS HANDBOOK AND/OR STANDARD OPERATING PROCEDURES (SOPS) ON POLICIES AND PROCEDURES.

• MANAGES THE BENEFITS ADMINISTRATION (HEALTH INSURANCE, 401K, COMMUTERS BENEFITS, FSA, STD, WORKERS’ COMPENSATION, ETC.) TO INCLUDE CLAIMS RESOLUTION, CHANGE REPORTING, APPROVAL OF INVOICES FOR PAYMENT. 

• RE-EVALUATES ANNUALLY BENEFIT POLICIES FOR COST-EFFECTIVENESS, AND INDUSTRY COMPETITIVENESS FOR RECRUITING AND RETENTION PURPOSES.

• OVERSEES THE PAYROLL FUNCTION, INCLUDING, BUT NOT LIMITED TO THE PROCESSING AND SUBMISSION OF WEEKLY/BIWEEKLY/MONTHLY PAYROLL, AND PREPARATION OF PAYROLL RELATED REPORTS.

• PARTICIPATES IN DEVELOPING DEPARTMENT GOALS, OBJECTIVES AND SYSTEMS. 

• PLANS, ORGANIZES AND CONTROLS ALL ACTIVITIES OF THE DEPARTMENT. 

• SUPERVISES THE STAFF OF THE HUMAN RESOURCE DEPARTMENT.

1. MAINTAINS FAVORABLE AND EFFECTIVE EMPLOYEE RELATIONS

• MOTIVATES AND STIMULATES SUPERVISORS AND MANAGERS TO ENSURE CONSISTENT, EQUAL, AND FAIR TREATMENT OF THEIR EMPLOYEES.

• INVESTIGATES, MEDIATES, COUNSELS, AND FACILITATES DISPUTES BETWEEN EMPLOYEES AND THEIR SUPERVISORS AND MANAGERS THROUGH A SYSTEMATIC APPROACH OF UNDERSTANDING AND RESOLVING EMPLOYEE ISSUES.

• ENSURES CARE AND SOUND JUDGMENT IS USED THROUGHOUT THE COUNSELING AND/OR DISCIPLINARY PROCESS TO ENSURE FAIRNESS AND EQUITY TO MITIGATE POTENTIAL LIABILITIES.

• CONSULTS WITH LEGAL COUNSEL AS APPROPRIATE, OR AS DIRECTED BY THE CEO, ON PERSONNEL MATTERS.

1. ENSURES SAFE WORK ENVIRONMENT TO OUR EMPLOYEES AND VISITORS ON OUR FACILITIES

• OVERSEES THE INSTALLATION AND IMPLEMENTATION OF SAFETY PROGRAMS AT ALL LOCATIONS OF THE COMPANY TO ENSURE COMPLIANCE OF OSHA REGULATIONS, AND A SAFE WORK ENVIRONMENT FOR ALL EMPLOYEES AND VISITORS.

• DEVELOPS SAFETY RELATED POLICIES AND SAFETY TRAINING PROGRAMS FOR COMPLIANCE.

• CONDUCTS AND PARTICIPATES IN MONTHLY SAFETY COMMITTEE MEETINGS, AS WELL AS ADDITIONAL SAFETY MEETINGS WITH SUPERVISORS AND LEADS TO DISSEMINATE AND TO GATHER SAFETY RELATED INFORMATION.

• WORKS CLOSELY WITH SAFETY PERSONNEL AND THIRD PARTY CONSULTANTS TO ADDRESS ALL SAFETY RELATED MATTERS AND TAKES DISCIPLINARY ACTIONS AS NECESSARY.

• REPORTS TO PLANT MANAGER AND CJA HQ OSHA REPORTABLE INCIDENTS PROMPTLY, AND UPDATES THEM WITH INVESTIGATION FINDINGS

• PERFORMS OTHER REPORTING (REGULAR AND AD-HOC) AND SPECIAL PROJECTS AS ASSIGNED BY CEO AND/OR HR IN HQ.

SUPERVISORY RESPONSIBILITIES:   

• DIRECTLY SUPERVISES 2 TO 10 EMPLOYEES IN HR AND SAFETY. 

• CARRIES OUT SUPERVISORY RESPONSIBILITIES IN ACCORDANCE WITH THE COMPANY’S POLICIES, GUIDELINES, STANDARD OPERATING PROCEDURES, TRAINING PROGRAMS, AND APPLICABLE LAWS. 

• RECRUITS, INTERVIEWS, HIRES, AND TRAINS EMPLOYEES.

• PLANS, ASSIGNS, AND DIRECTS WORK.

• APPRAISES PERFORMANCES, REWARDS AND DISCIPLINES EMPLOYEES.

• ADDRESSES COMPLAINTS AND RESOLVES WORK RELATED PROBLEMS.

REQUIRED KNOWLEDGE, SKILLS AND EXPERIENCE:

• MINIMUM A BACHELOR’S DEGREE.

• EXCELLENT KNOWLEDGE OF EMPLOYMENT LEGISLATION AND REGULATIONS.

• THOROUGH KNOWLEDGE OF HUMAN RESOURCE MANAGEMENT PRINCIPLES AND BEST PRACTICES, AND THEIR APPLICATION IN THE WORK ENVIRONMENT.

• BUSINESS ACUMEN PARTNERED WITH ATTENTION TO THE HUMAN ELEMENT.

• KNOWLEDGE OF DATA ANALYSIS AND REPORTING, AND ABILITY TO MAKE STRATEGIC RECOMMENDATIONS BASED ON DATA INSIGHTS.

• DILIGENT AND FIRM WITH HIGH ETHICAL STANDARDS.

• ABILITY TO DEAL WITH AMBIGUOUS SITUATIONS.

• STRONG PROBLEM-SOLVING SKILLS.

• STRONG ORGANIZATIONAL AND PROJECT MANAGEMENT SKILLS.

• STRONG ADAPTABILITY TO A FAST GROWING, CHANGING ENVIRONMENT.

• OUTSTANDING INTERPERSONAL, COMMUNICATION AND LEADERSHIP SKILLS TO EFFECTIVELY MANAGE AND MOTIVATE OTHERS.

• ABILITY TO ESTABLISH POSITIVE RAPPORTS AND EFFECTIVE RELATIONSHIPS WITH CROSS-FUNCTIONAL PEERS.

• ABILITY TO DRIVE BUDGET ALLOCATIONS AGAINST BUSINESS NEEDS.

• STRONG WORKING KNOWLEDGE OF MICROSOFT OFFICE IN EXCEL AND POWERPOINT.

• BILINGUAL IN ENGLISH AND CHINESE

Company Description

TMI began in a 3,000 ft2 noodle factory in New York's Chinatown district in 1989 with the mission of creating fresher and better tasting noodles. Within 3 years the company expanded to a 22,000 ft2 facility in Brooklyn and eventually added dumplings and other Asian specialties to their product mix. In 2001, TMI Trading was added under the TMI umbrella with the commitment of sharing quality specialty foods from Asian countries such as China, Indonesia, Malaysia, Taiwan, Korea, and Singapore,in the US market, and transforming them into household staples. In late 2012, TMI became an affiliate of CJ Group through acquisition. Cheiljedang (CJ) was founded in 1953 specializing in food products. Since then it has grown into a global lifestyle brand with a business portfolio built around the four sectors—Food & Food Service, Bio & Pharma, Entertainment & Media, and Shopping & Logistics. With over 55,000 employees around the world, CJ Group promotes healthier, happier and convenient living through its many products and services. Today, TMI employs over 300 people and occupies more than 200,000 ft2 in Brooklyn. It is comprised of the brands Twin Marquis, Chef One, and Tang's Natural, each specializing in its own category of goods. Twin Marquis and Chef One are both successful and highly influential brands in the US East Coast Asian food markets, with Twin Marquis specializing in noodles and dumpling wrappers, and Chef One famous for its dumplings. TMI's commitment to fresh, delicious ingredients and innovative product development has made them New York's leading Asian food company.