HR & Labor Relations Manager
Website Little Rapids Corporation
Basic Position Objective Statement:
Manage Human Resource strategy and support for assigned locations. Establishes the strategic priorities and direction of the HR function based on business needs, internal customer needs and external trends / developments affecting human resource policy and practice. Drives organizational change and improvements to assure HR systems, policies and practices are continuously aligned with strategic business objectives. Primary responsibility for management of employee and labor relations, and administration of employee programs.
Little Rapids Corporation will manufacture products in a manner that respects the safety and health of our associates, the environment, and the communities in which we operate. We believe that every employee plays a critical role in creating a safe work environment by exhibiting personal safe behaviors. To be successful as a company, we will have exemplary safety performance.
Principal Responsibilities and Accountabilities:
- Responsible for increasing the organization’s capability to attract, retain, and develop employees and leaders.
- Oversee the recruiting process for assigned location including sourcing, interviewing, post offer testing. Manage the HR portion of the orientation process for new hires.
- Ensures company is following the collective bargaining agreement where applicable. When applicable, actively participates in grievance administration and the collective bargaining process.
- Investigates problems such as working conditions, disciplinary actions, and employee and applicant appeals and grievances. Provides guidance and recommendations for problem resolution to departmental officials and individuals.
- Will assume primary responsibility of one or more core HR processes (staffing, performance management, leadership development, succession planning, change management, etc.).
- Engage in effective conflict resolution with respect to employee & labor relations and performance management issues.
- Identify short- and long-term HR issues related to assigned division’s objectives and develop and implement initiatives to address those issues.
- Monitors the effectiveness of HR processes. Develops measures and assessment methods to drive continuous improvement and assure effectiveness, consistency, and fairness.
- Partners with key internal customers to develop and optimize capable HR systems and processes to support organizational needs and plans.
- Counsels and advises management on policy and practice issues. Reviews and approves management decisions affecting employment.
- Works with divisional business partners to plan and execute HR requirements and initiatives.
- Partners with business leaders in the recommendation of hiring, promotion, termination, disciplinary and commendatory actions of all assigned personnel.
- Responsible for oversight of AAP for assigned locations.
- Responsible for on-site personnel record keeping systems and records retention.
This is not an exhaustive list of duties or functions and may not necessarily comprise all of the “essential functions” for purposes of the ADA
Knowledge, Education and Training Qualifications and Certifications:
Bachelor’s in Human Resource management, labor relations, business administration or related field required.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential highly desired.
Knowledge of compliance requirements of EEO, NLRA, FLSA, COBRA, FMLA, OSHA, ADA, AA, etc.
Key Functional Competencies:
- Minimum 5-8 years’ experience in a manufacturing environment with labor relations in a unionized environment required.
- Excellent communications and influencing skills. Establishes and maintains a high level of credibility and confidentiality.
- Collaborates effectively across the organization; leverages resources from other parts of the organization to build commitment and achieve results. Partners with other leaders and functions to achieve optimal results for the Company as a whole.
- Objective; respects other points of view and opinions. Leverages diverse perspectives and experiences to solve problems and develop new approaches.
- Organized; able to handle complexity, ambiguity, multiple priorities, and follow-up. Manages time effectively and focuses on high priority opportunities. Takes measured risks and takes appropriate action in the face of uncertainty.
- Knowledge of Microsoft Office, HRIS and ERP systems and internet.
- Ability to direct, coordinate, & facilitate training session and meetings.
Key Performance Competencies:
Demonstrated ability to work effectively within a culture defined by LRC’s core values of achievement, teamwork, innovation, and respect.
Strong and effective verbal and written communication skills are required. Ability to actively listen and respond with empathy is also important.
Regular attendance at work is required. Ability to work additional hours during the week, on weekends, or outside of regular office hours may be required.
0 – 5%. Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected. Valid driver’s license is required.
The ability to work in a normal office environment to include; sitting or standing for long periods of time, operating various standard office equipment, carrying paper documents/files, reaching and bending, speaking on the telephone, walking through our manufacturing plant, and wearing required personal protection gear (i.e. hearing, eye and foot protection).
EOE including disability/veteran