HR Manufacturing Manager

Meijer•Grand Rapids, MI

19d•Hybrid

About The Position

As a family company, we serve people and communities. When you work at Meijer, you’re provided with career and community opportunities centered around leadership, personal growth and development. Consider joining our family – take care of your career and your community! Meijer Rewards Weekly pay Scheduling flexibility Paid parental leave Paid education assistance Team member discount Development programs for advancement and career growth Please review the job profile below and apply today! The Manufacturing HR Manager role will be responsible to provide Human Resources support for multi-site operations. This position supports the creation, delivery, and implementation of Human Resource programs and services to assigned union and non-union manufacturing and supply chain sites. This HR leadership role is customer-focused and committed to delivering uncompromising customer service. Position will follow a hybrid schedule: Monday-Wednesday in Grand Rapids MI office, Thursday-Friday remote. Travel is expected around 20-40% with mainly day trips - overnight travel as needed.

Requirements

Bachelor's degree (Human Resources or Business degree preferred) or related work experience.
6 to 10 years of Human Resources experience, including previous leadership/management experience.
Project Management experience such as the development of HR metrics, retention strategies or the implementation of a college relations program.
Employee Relations experience (to include corrective action processes, terminations, conflict mediation, etc.).
Experience deploying workforce planning systems including talent management, succession planning and leadership development.
Ability to take initiative and work independently.
Strong planning, organizational and problem solving skills.
Demonstrated ability to listen attentively and actively.
Excellent communication skills both oral and written as well as the ability to facilitate both small and large groups in a variety of forums including formal presentations, working meetings, business reviews and informal discussions.
Demonstrated ability to design effective meetings and small group interactions including one to one discussions and conflict mediations.
Ability to develop and maintain effective relationships and to build a positive rapport with all levels of the organization (up, down and sideways).

Nice To Haves

Organizational development and change management experience preferred

Responsibilities

Identifying and assessing business partner needs for employee and management development and training; coordinating with business partners to deliver cross-functional and on-the-job training; collaborating with specialists on the development of effective training interventions including conducting performance appraisals, giving and receiving feedback, competency development and assessment, leadership development.
Working in collaboration with Talent Acquisition developing and maintaining entry level rotational programs and internship programs; partnering in recruiting, interviewing and selection efforts for both exempt and non-exempt positions; creating and maintaining key relationships at select colleges and universities; attending on-campus job fairs and conducting program overview for prospective candidates; engaging senior management in recruiting efforts.
Overseeing employee relations matters including investigations, corrective action, employee complaints and career counseling; attending grievance meetings and arbitration (where applicable).
Establishing HR metrics to help business partners understand HR related topics that support and drive business results.
Ensuring employment compliance in such areas as I-9s, poster compliance, wage and hour, for cause substance abuse testing, and annual audits; ensuring implementation and monitoring compliance of existing company policies and programs such as postings, orientation, retention, exit interviews and revisions to handbooks and orientation materials.
Partnering with leadership to develop and maintain an organizational design structure that provides for appropriate levels of management as well as development opportunities, directing change management initiatives by developing awareness, understanding, ownership and accountability for change
Acting as a liaison to business partners and Corporate Total Rewards regarding compensation and benefit issues.
Developing and maintaining effective relationships with key stakeholders in the corporate functions and Corporate HR to ensure that HR strategies support and drive the accomplishment of business initiatives within a given function.