Sr. Human Resources Manager

Remington•Lonoke, AR

17h•Onsite

About The Position

The Sr. Manager of Human Resources will be responsible for the management and administration of all HR activities associated with talent acquisition, training, organizational design, performance management and employee relations activities for the Lonoke, Arkansas location in direct support of the Remington business. Must be a strong leader, able to clearly communicate with executives, coach and mentor team members to high performance and provide on-going performance feedback and guidance. Must also be a strong business partner for the executive team and very experienced in identifying issues and risks, developing solutions, and managing the relationship with other HR functions, including Compensation and Benefits. The Sr. HR Manager will be a key member of the Remington management team aiding in the development of strategies that address organizational and operational excellence, regulatory compliance, community advocacy and employee engagement. The ideal candidate must demonstrate a strong record of success and accountability in various environments including but not limited to commercial products, distribution, customer service, and operations. This position reports to the Sr. Director of Employee Relations for The Kinetic Group and is based out of our Lonoke, Arkansas office.

Requirements

Bachelor’s degree in human resources, business, or related discipline or equivalent experience required.
7+ years of human resources experience; manufacturing experience strongly preferred (minimum of 5 years), or equivalent experience supporting a complex, hands-on workforce
3 + years in a management role.
Highly proficient in MS Office applications primarily PPT, Excel, Work and Outlook.
Proven day-to-day experience with HRIS systems (Workday a plus) and HR Information management and reporting.
Proven expertise in all functional areas of Human Resources with core competencies in: employee and labor relations, talent acquisition, training and organizational design and development.
Proven ability to analyze complex problems.
Exhibit sound unbiased judgment.
Excellent communication skills including verbal, written, effective listening, interpersonal, coaching and negotiation skills.
Develop strong trusting relationships to gain support and achieve results.
Strong project management skills.
Ability to manage multiple conflicting priorities.
Flexible and available to interact with employees at all levels of the organization.
Self-resilient, passionate, motivated, resilient manager with a positive can-do attitude.
Takes initiative to identify and anticipate customer needs and makes recommendations for implementation.
Thorough knowledge of federal, state, and local employment laws and regulations.

Responsibilities

Work with business unit leaders to proactively develop organizational design and transformational plans for growth and function.
Assist the business unit leaders as they establish strong organizational cultures within their respective groups, assuring alignment with the broader Kinetic Group culture, but also encouraging and supporting expression of the unique cultural components of each brand.
Help the business unit leaders create an environment of respect and tolerance for diverse perspectives and backgrounds and truly leveraging the power that comes from diversity within the workforce.
Strategize and execute talent acquisition to assist management in recruiting and hiring for all positions.
Manage and resolve complex employee relations issues.
Conduct effective, thorough, and objective investigations.
Maintain in-depth knowledge of legal requirements, related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
Partner with legal department as needed/required.
Provide day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Work closely with management and employees to improve work relationships, build morale, increase productivity, retention, and employee engagement.
Provide HR Policy guidance and interpretation and training.
Partner with management on the implementation and communication of policies and procedures.
Provide guidance and input on business unit restructures, workforce planning, succession planning.
Prepare internal employee communication and people announcements for distribution.
Contract with outside suppliers to provide employee services, such as temporary staffing.
Oversee the analysis, maintenance, and communication of records required by law or local governing bodies, or other departments in the organization.
Keep EEO/Affirmative Action records for governmental reporting purposes.
Consult corporate Human Resources and/or legal counsel to ensure that policies, interpretations, and implementation comply with management intent and federal and state law.
Conduct exit interviews, including the preparation of employee separation notices and related documentation.