Human Resources Manager

Metro Supply Chain Holdings USA Inc•Green Bay, WI

3h•Hybrid

About The Position

Metro Supply Chain USA is currently seeking a Human Resources Manager to join our Sr. Leadership Team. Reporting to the General Manager and Director of US Human Resources, the role will be responsible for generalist services in the functional areas of employee relations, talent management, performance management, compensation & benefits and employee engagement.

Requirements

Strong consulting, problem-solving, and conceptual skills, along with interpersonal skills necessary to work with various levels of management, vendors and customers.
Demonstrated ability to analyze and solve problems of varied scope; must be able to act decisively in implementing solutions.
Strong Project Management and organizational skills for planning work and continuously monitoring progress towards goals. Knowledge of continuous improvement problem solving techniques including DMAIC, 5Y, etc.
Strong communication skills (both oral and written) for effective management of teams.
Must demonstrate an exemplary commitment to provide exceptional customer service.
Knowledge of benefit laws including but not limited to: ADA/ADEA, EEO, FLSA, FMLA, HIPPA, Wage & Hour and Immigration and Nationality Act.
Ability to communicate with others to convey information effectively.
Strong working knowledge of and ability to operate a personal computer; intermediate to advanced working knowledge of Microsoft Office & various HR computer systems & software. (ADP WorkforceNow experience a plus)
Ability to maintain confidentiality to protect employee’s rights and responsibilities.

Nice To Haves

PHR or SPHR designation preferred

Responsibilities

Ensures the maintenance of a positive employee relations climate through the fair application of policies and programs to improve team member satisfaction; the implementation of activities to assess climate/culture; the promotion of inclusive communication practices; and the resolution of employee issues through the effective use of open door, and investigation and counseling techniques.
Supports implementation of HR programs that support the strategic plans of the business.
Conducts HR trends analysis (Turnover, retention, time to fill, recruiting spend), creates reports and provides to appropriate business partners. Partners with leaders to identify and implement planned outcomes.
Develops and maintains partnerships with facility Management to strengthen relationships, administer HR policies and procedures, and monitor internal communication.
Works with managers to determine methods and strategies to identify performers and non-performers; aides in development of action plans to improve underperforming teammates.
Is accountable to ensure the business unit’s needs are met through appropriate involvement and collaboration with Operations and HR Shared Services Team.
Adapt quickly to change, maintain a corporate culture of excellence and implement decisions based on Metro’s core values.
Provides leadership and consultation to management in the areas of employee relations, performance management, salary and performance review, corrective action and documentation, recruitment and selection, coaching and development, and policy/legislation awareness.
Provide leadership and expert knowledge to facility teammates to ensure compliance with all Company policies and practices as well as all federal and state legislation and regulations. This includes but is not limited to ADA/ADEA, EEO FLSA, FMLA, HIPPA, Wage & Hour and Immigration and Nationality Act.
Advises on legislative changes and/or trends in HR; ensures on-going legal compliance with all relevant federal and state employment legislation and HR policy; and ensures consistent and fair policy and practice application.
Investigates teammate concerns, develops resolution and ensures the implementation of planned outcomes.
Responsible for all administration activities, including approving performance appraisals, change in status forms, relocation activities, visas, and federal and state employment law changes affecting Human Resources.
Responsible for administration of Workers’ Compensation; including claims, modified work duty accommodations, return to work program and follow up.
Supports workplace safety and OSHA programs and compliance.
Manages investigations for accidents.
Follows up to reduce future losses by taking appropriate actions.
Contacts appropriate internal and external parties regarding all reportable incidents.
Partner with site leadership to develop action plans to address employee engagement and always improving mindset.
Create a high involvement-participatory workforce allowing employees input into decision-making process affecting their job, department or facility.
Ensuring that the Our Way values and behaviors are adhered to at all levels of the site.
Develops morale among teammates through employee relations practices.
Complies with compensation guidelines; fosters open communication.
Conducts exit interviews and analyzes results to help define action plans to address retention.
Implements recognition programs; develops and strengthens community relations.
Manages timely submission of employee change forms, new hire/term processing and time and attendance administration.
Facilitate and track annual site training programs. (i.e. Freedom from Harassment, Orientation, Health & Safety, Train the Trainer programs, etc).
Identifies training and development needs and partners with Learning & Development Manager on site specific training solutions.
Act with operations to implement work systems improvements which positively impact business results.
Provide coaching to site supervisors and team members to assist in the growth of induvial and team leadership skills.
Manages the recruitment, orientation and training planning processes within the established budget to ensure the appropriate level and quality of resources are in place.
Ensures selection, transfer, and promotion processes are in place; develops cost-effective recruitment strategies; counsel managers on selection and total compensation issues; identifying significant issues/trends and recommending changes as needed.
Manages and maintains temporary staffing program and vendor relationships.
Performs pre-employment checks; administers site company benefits communications.
Participates in job fairs.