Human Resources Manager

Novolex•,

12d•$102,800 - $171,300•Onsite

About The Position

Novolex is expanding its distribution center network in multiple U.S. locations and is seeking experienced HR talent to support these high volume operations. This is a full-time, onsite position and is not eligible for remote or hybrid work arrangements. This position supports critical business operations and requires flexibility to relocate within the United States. Candidates must be open and willing to relocate. Specific site details will be discussed during the hiring process. The Human Resource Manager is responsible for serving as the strategic “people” partner in a fast-paced, high volume facility. The Human Resource Manager is responsible for all HR functional areas within the facility to include Talent Acquisition, Employee/Labor Relations, Training & Development, Compensation, Payroll, Benefits, Communications, Change Management, Workforce Planning and Employee Engagement. The Human Resource Manager will report directly to the HR Leader - Logistics.

Requirements

Must possess the analytical skills necessary to diagnose trends from HR data sets and link those trends to site performance;
Strong change management and project management skills;
Experience with driving culture and engagement strategies & initiatives;
Strong talent management experience including the assessment of talent gaps and development of countermeasures designed to close those gaps and strengthen the talent bench;
Familiarity with HR process best practices and experience at driving process improvement;
Effective communicator with strong relationship building skills at every level of the site from hourly worker to General Manager
Proven success working cross-functionally with an emphasis in coaching and performance management
High energy, multi-tasking, results oriented people leader with fundamental business acumen and the managerial courage to respectfully challenge the status quo
Must possess a strategic mindset with a willingness to engage in the tactical level of site HR activities as necessary
Must possess the leadership agility to pivot between complying, advocating, counseling, influencing and directing
Ability to thrive in ambiguous and fast paced work environments.
Safety - Demonstrates a safety-first mindset in all situations.
Leadership - A leader who will have instant credibility and is able to motivate, and retain well-qualified individuals of diverse talents, interests, and cultural backgrounds. Must have the leadership presence to energize, drive and lead the teams, and to be a natural center of gravity in the business.
Operations Acumen - Outstanding business judgment and a proven ability to manage effectively in tough situations, balancing intelligent risk with the need to secure the base of the site business.
Top Talent/Team Development - Has developed a personal coaching/mentoring relationship with teams and delegates key initiatives to accelerate their personal growth.
Learning agility/growth mindset – Demonstrates the ability and willingness to listen and learn. Believes that their own capacities and talents can be improved over time.
Cost Effectiveness - Broad-based process improvement leadership experience in complex businesses is essential. A proven ability to develop, lead, and culturally drive an environment of high productivity and cost effectiveness. Cost savings through improved efficiency is a critical focus area.
Collaborative/Decisive Style - Operates with a management style that encourages and facilitates open dialogue with a wide variety of contributors and stakeholders across the site.
Critical Thinking - Able to work in uncharted areas. Capable of integrating and processing large amounts of information to address complex issues. Challenges conventional wisdom when required. Intellectually aggressive with a strong end-product orientation.
Interpersonal - Able to quickly establish and maintain excellent interpersonal relationships across all levels of the site. Creates a team atmosphere with internal staff while achieving key objectives. Maintains positive, professional relationships with external contacts.
Organization - Able to operate independently. Manages time well, follows through on commitments, and pays attention to details. Able to work on several projects simultaneously.
Maturity - Able to provide a good balance of risk taking and judgment. Is assertive and confident. Recognizes when help is needed because of lack of pertinent knowledge. Relies on and delegates to peers and direct reports in an appropriate and productive fashion.

Nice To Haves

SPHR/PHR Certification and/or SHRM CP/SCP desired

Responsibilities

Lead the Talent Acquisition effort at the Regional Distribution Center (RDC)/Warehouse level including the RDC hiring process for hourly/salaried positions, onboarding and orientation of new hires at the RDC and executing effective talent acquisition strategies for the short and long-term success of the site.
Lead the Talent Management effort at the RDC level through the development and implementation of new leader assimilations (including coaching and mentoring) of new RDC leadership talent, the execution of learning and development programs designed to prepare RDC based employees for additional responsibilities and career opportunities as future leaders, the implementation of RDC succession plans designed to ensure the right talent is available for the future staffing needs of the RDC, and by providing day to day employee performance guidance to line management.
Provide coaching and feedback to direct reports to support their growth and development and position them for career advancement within the company.
Build a high performing, values led culture inside the RDC by developing and executing programs that improve RDC employee engagement levels, and by applying change management expertise to influence the creation of a diverse and inclusive RDC work environment/culture.
Administer best in class HR programs, processes and solutions at the site level:
Ensure full compliance with all applicable laws, regulations and company policies/procedures;
Analyze people-based data trends and metrics, and identify opportunities to create trends that would improve site productivity, product quality, employee safety and/or employee retention;
Collaborate with facility management team to develop and implement people programs, processes and tools that support RDC productivity, product quality, employee safety and employee retention;
Partner closely with the COE’s (Centers of Excellence) and build strong working relationships to facilitate information exchange and collaborative problem solving.
Complete investigations in a timely fashion;
Ensure the site’s payroll is fully compliant with all company policies and procedures and that employees receive accurate and timely paychecks.