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What you will do

The Plant HR Manager serves as a business partner to the site leadership team by developing and delivering integrated and inclusive HR services. Under general direction and within Corporate policy and procedure, administers the human resources activities for the plant to achieve the plant objectives through effective and efficient human resources management. Plans, develops, and implements necessary procedures and directs the people strategy of the plant. Counsel, advise and make recommendations where appropriate to assist plant leadership in carrying out assigned duties to reduce risk.

How you will do it

The successful candidate will partner with the Plant Manager and Plant Leadership team to align HR objectives and initiatives to the business strategy. Responsibilities will include but are not limited to:

• Effectively manage and execute HR processes, including Talent Planning and Development, Leadership Training Programs (must have capabilities in Employee Training), Performance Management, Performance Development, Merit/Salary planning, Diversity, Monthly Headcount reporting, etc.
• Ownership and execution of the Plants engagement and Talent strategy.
• Lead and facilitate change initiatives through the use of HR consultation skills.
• Advise and counsel managers on a variety of topics to optimize employee engagement, team development and organizational effectiveness.
• Partner with other managers to understand key business challenges and organization needs and deliver training programs to meet these needs.
• Provide strategic and tactical HR support to the site team following financial glidepath .
• Manage contractor process including monthly headcount tracking, on-boarding and compliance.
• Objectively assess and bring employee relations issues to resolution.
• Will be involved in employee/labor-management relations.
• Establish and maintain employee personnel records in compliance with records retention policies.
• Be actively involved in plants health, safety, medical and employee service activities and programs. Assure timely compliance to established health monitoring policies.
• Assure plant compliance with state and federal labor legislation on such subjects as equal opportunity, affirmative action, wages and hours, workers and unemployment compensation, occupational health and safety, etc. May help represent plant with OFCCP audits. Coordinates EEOC compliance.
• Provide counsel and training to managers and supervisors regarding positive employee relations and engagement efforts.
• Counsel plant leadership on staffing utilization, turnover control, compensation, performance management and other human resource matters.
• Ensure consistent application of policies and procedures.
• Oversee labor relations activities including labor agreement administration, interpretation, enforcement, grievance procedure, etc.Collaborate with facility management and other resources for grievance responses. Assist with arbitration, and on-going labor management activities (as applicable). May be co-negotiator in labor negotiations.
• Represent Company to local/community organizations.
• Oversee workers compensation cases in coordination with the site nurse and a 3rd party administrator. Administer employee return to work processes.
• Monthly reporting calculations and strategies utilizing root cause analysis, Paretos and PDCA

What we look for

• Bachelor's degree in Business Administration, Human Resources, or related field
• Minimum eight (8) years experience human resources generalist/management experience manufacturing environment
• Minimum four (4) years in a management role within an HR capacity
• MA/MS degree preferred
• Labor Relations experience and / or exposure to grievances, arbitration and negotiations is required

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``` - Flexible hours are required in order to meet internal external customer requirements. Plant may operates a continuous 7day/24hr continuous schedule - SPHR or PHR certification preferred - Ability to travel, as needed

Required Skills:

• Knowledge of human resource practices and policies as well as applicable state and federal laws.
• Hands-on self-starter, capable of juggling multiple priorities.

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``` - Excellent interpersonal, presentation, and communication skills, allowing for communication across entire organization. - Demonstrated leadership and coaching skills. - Ability to foster change and promote and implement improvement

The Critical Skills you must have:

• Demonstrated ability to coach managers and leaders

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``` - Deep focus on delivering business results - Ability to influence and partner with all levels of the organization to achieve results - Strong business and HR acumen - Strong problem-solving skills, critical thinking, and initiative - Exceptional understanding of manufacturing and operations HR needs

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``` - Excellent written and verbal communication skills

Functional HR Competencies:

• Business Understanding: Ability to explore and understand business processes
• Compensation and Benefits: Demonstrated ability to understand and apply total pay concepts to attract, motivate and retain key employees in the organization
• Employee Effectiveness: Demonstrated ability to keep in touch with the workforce, anticipating employee reaction and impact of business decisions

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``` - Performance Management: Knowledge of the process of performance management that includes defining success, establishing measurements, providing feedback and rewarding performance. - Workforce Planning: Demonstrated ability to identify the HR implications of the business plan and develop and implement solutions to meet identified needs. - Staffing: Ability to assist the organization with the staffing process and build action plans with staffing partners to maintain an active pipeline of talent. Can effectively close senior candidates. - Employee Communications: Skills in developing a strategy to implement a plan to ensure effective communication channels within the divisions. - Building Leadership Capabilities: Ensuring we are developing next generation of leaders. Understanding the talent needs of the business. Adjusting HR strategies to responding to changing business needs. Identifying talent needs before they impact the business.

Driving the desired culture: Tracking trends in employee and leader behaviors. Speaking up and ensuring leaders are walking the talk. Standing up and partnering with the Plant Managers and Plant Staff. Ensuring that at all levels driving a culture that when we See Something we Say Something (Living and demonstrating the Clarios

Way).

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