HR Manager - CP Kelco

Position Summary

This is a great opportunity for an HR Manager that is a combination of strategic and tactical. You will be part of a leadership team and responsible for driving initiatives in a union facility that is approx. 200 people and a 24/7 operation. Our facility produces nature-based xanthan and gellan gum.  You will be applying business knowledge and human resources expertise through various areas such as compensation & benefits, performance management, learning and development, employee engagement, employee and labor relations, and HR best practices while facilitating a positive relationship between employees, management and corporate initiatives. The team is highly collaborative and you have the opportunity to work with business leaders from corporate as well. 
 

Responsibilities

Leadership & Navigation

• Build credibility with stakeholders
• Manage programs, policies, and procedures to support organizational objectives
• Serve as the principal liaison to managers for HR strategies, philosophies, and initiatives
• Implement plans using results-oriented goals for measuring success
• Assist with implementation of diversity & inclusion and employee engagement programs
• Maintain appropriate employee confidentiality in all interactions
• Document, investigate, and when necessary elevate reports of unethical behavior
• Maintain awareness of ethics laws, standards, legislation, and trends
• Lead challenging HR-related investigations and bring to closure by applying sound judgement and HR knowledge
• Coach managers and supervisors on HR related matters
• Identify HR risks and develop and implement proactive mitigation strategies
• Collect and analyze HR data and provide change recommendations to management
• Relationship Management and Retention
• Demonstrate effective interpersonal skills
• Use effective listening skills to understand stakeholder issues before proposing solutions
• Proactively seek opportunities to engage stakeholders to resolve HR operations issues
• Mediate difficult interactions escalating problems when warranted
• Facilitate conflict resolution meetings
• Lead extensive employee engagement programs
• Coordinate and conduct stay and exit interviews making action recommendations as needed
• Staffing and Recruitment
• Partner with hiring manager to determine staffing needs
• Create and update job descriptions including Physical Demands Analysis
• Manage recruitment and selection process
• Administer behavioral assessments and analyze results
• This role will manager one HR Generalist

Training and Development

• Assists with the performance management system (PATH) that includes performance development plans and employee performance reviews
• Establishes employee training programs to address the plant’s training needs including training needs assessment, new employee orientation or onboarding, leadership development, production cross-training, and the measurement of training impact.
• Assists with the selection and contracting of external training programs and consultants.
• Develops annual training budget and monitors spending
   

Requirements

• Bachelor’s degree in Human Resources or related field and 7-15 years of HR Experience with the last 5 in HR in a manufacturing plant.
• HR certification preferred (PHR, SPHR, SHRM-CP, SHRM-SCP, etc)
• Experience with labor unions including grievance and arbitration hearings and collective bargaining agreement negotiation.
• Solid employee engagement experience and proven experience building relationships with employees.
• Experience in succession planning and training.
• Experience applying sound judgement and HR knowledge to resolve complex matters.
• Strong knowledge in wage and labor laws, performance management, labor unions, compensation and benefits, and training & development
• Familiar with worker’s compensation, payroll, and collective bargaining agreements
• Strong skills in IT, written and verbal communication, and relationship management
• High level of professionalism and confidentiality
• Experience and/or certifications with behavioral profiling assessments (DiSC, Hogans, Myers Briggs, McQuaig, etc)

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