Our client is currently seeking an HR Manager who serves as an active member of multiple-division leadership teams and the HR leadership team. Provides guidance as an HR expert by effectively managing multiple HR Business Partner teams who are responsible for assisting with developing the workforce and overseeing employee relations. Also has training team members as direct reports. Has strategic oversight of the discipline process, and the execution of performance management, training and development, employee engagement, and retention activities.

Education & Experience: 

• Minimum bachelor’s degree in human resources, Business Management, or related degree.
• SHRM or HRCI certification preferred.
• Minimum 10 years of HR experience, including at least 5 years of experience leading HR teams; industrial or manufacturing industry a plus. 
• Demonstrated experience applying knowledge of employment law.
• Demonstrated success leading and developing others.
• Demonstrated success in leading and facilitating change.
• Health and safety program experience.
• Valid driver’s license

Knowledge, Skill, & Abilities: 

• Proficiency using MS Word, Excel, and Outlook.
• Experience using talent management, HR information, financial, employee management, and performance management systems.
• Subject matter expert of employment law (EEO, ADA, FMLA, FLSA, etc.); strong understanding of OFCCP regulations highly preferred.
• Leadership disposition and effective development, coaching, and mentoring skills required.
• Tenacity, drive, and ability to promote a positive atmosphere.
• Ability to think strategically and creatively.
• Excellent communication and collaboration skills.

Job Responsibilities: 

• Talent Management: Regularly assesses the workforce’s skills gaps and needs of the organization and leaders to determine the most effective and appropriate training and development opportunities. Manages training team members responsible for the learning management system. Identifies and applies for various grants in partnership with educational institutions in support of training and developing our workforce. Identifies leadership coaching needs and activities in support of more effective leadership to achieve superior results through our employees. Leads HR business partners and training employees on the development, execution, and administration of such programs. Partners with talent acquisition to oversee talent selection efforts in the divisions. Leads the coordination of talent management reviews, succession planning discussions, and identifying career paths.
• Fosters positive employee relations: Manages and mentors HR business partner team members responsible for fostering positive employee relations. Provides support, guidance, and champions employee onboarding, employment policies, and procedures. Guides HR business partners to independently monitor and address issues related to employee conflicts and communications.
• Performance Management: Directs the division performance management and retention efforts by proactively providing performance management training and coaching as needed. Provides guidance to the HR team members on facilitating discipline, writing performance improvement plans, working with leaders to resolve issues, and executing various programs to improve employee retention and engagement.
• Leadership team: Provides employee focus and advocacy. Provide feedback to senior leaders on organizational health, management effectiveness, and employee satisfaction on a continuous basis. Supports corporate social responsibility objectives by identifying and participating in local community activities. Appreciation culture: participates in developing and implementing initiatives in support of an employee appreciation culture.
• Foster a culture to maintain EHS (environmental, health, and safety) compliance by allocating resources, establishing expectations, and holding teams accountable for adherence to EHS policies, procedures, and best practices; reviewing reports and ensuring corrective action for unsafe acts or conditions, incidents, and deviations; and participating in the continuous improvement in EHS performance through management systems.
• Other duties as assigned.

Work Environment, Physical & Lifting Requirements: 

• Work is generally performed in a standard office setting.
• Regularly required to sit for extended periods of time, and to talk and hear; frequently required to stand, walk, and perform repetitive movement. Requires clarity of vision.
• Rarely required to lift up to 15 pounds.