HR Manager

Advanced Atomization Technologies LLC•Clyde, NY

About The Position

The HR Partner supports team members and managers at a manufacturing facility of approximately 400 employees. This role helps develop, implement, and execute HR strategy for Advanced Atomization Technologies and serves as the first point of contact for employee and manager inquiries. The HR Partner provides coaching, drives HR processes, and leads HR-related projects to improve employee experience and operational effectiveness.

Requirements

Excellent problem identification, resolution, and project management skills. Demonstrated ability to propose, initiate and handle workload of diverse scope and complexity, establish goals and objectives, and manage projects to completion.
Ability to provide oversight for other team members – will supervise others
Excellent written, verbal and presentation communication skills.
Strong interpersonal and leadership skills, with proven ability to work in a collaborative, teaming environment, influence others, and lead initiatives with impact.
May be required to work flexible hours in order to support the needs of the business’ 2nd or 3rd shifts
10+ years’ progressive experience as an HR Generalist including talent acquisition, full-cycle recruiting, employee relations, compensation, training & development, new hire orientation, affirmative action, policy development and HRIS.
Thorough knowledge of human resources principles, industry practices and regulations.
Bachelor’s degree from an accredited university or college, preferably in Human Resources, Business, or related field.
Due to the Company’s military contractor status, the applicant must be a U.S. citizen or a permanent resident of the United States, and must provide evidence of citizenship or immigration status upon applying for the position.

Nice To Haves

PHR or SHRM-CP Certification preferred

Responsibilities

Provide guidance/expertise regarding talent acquisition, employee relations, performance management, compliance/policy, and other related areas.
Serve in a balanced employee/management advocacy role. Earns trust and respect of team members and leaders. Is actively visible and accessible to all team members.
Conduct investigations, provide one-on-one coaching, handle progressive discipline and performance management issues, and recommend personnel actions.
Responsible for the separations process, including exit interviews.
Provides oversight for recruiting strategies and ensures staffing is appropriate
May participate in training needs assessments, provide input on priorities and overall recommendations, and conduct training based on need.
Manage employee performance review system. Ensure alignment with Company values. Calibrate performance management ensuring consistency across Company.
Identify underperforming employees. Work with managers to create development plans.
Identify skill gaps potentially created by flight risks/retirements. Work with managers to create succession planning.
Identify the need for new or revised HR administrative policies and create efficient processes to streamline or improve accuracy; coordinate and communicate policy revisions, implementation, and rollout.
Interpret policy and review personnel actions or decisions to ensure compliance with federal, state, and local legislation, and reduce potential company liability. Advise management on appropriate actions.
Advise and educate on compensation assessment, planning and classification.
Identify and develop recommendations to address wage competitiveness and/or equity
Develop communication and training on compensation, career development, and performance management topics for team leaders and team members.