Human Resources Manager – UNION Manufacturing Plant

Intermedia Group•Richmond, IN

5d•$91,400 - $120,000•Onsite

About The Position

The purpose of the Human Resources Manager role is to design, implement and administer human resources programs for one or more locations and to work with plant leadership teams to meet annual goals. This position works under minimal supervision and reports to the Group HR Manager and has generally has responsibility for 80 union employees. The Richmond, Indiana Facility produces high volumes of quality blow wool insulation for contractors and retail customers. 80 employees, union - U.A.W. Local #1073 We need someone that can be firm, decisive, call out BS, needs to have union experience and understand the contract.. this person needs to also build relationships. A bit of a hard(er) nut 😊 needs to have experience managing HR functions in a manufacturing environment. Experience coaching plant leadership through a difficult employee relations issues. Experience with creating strategies to improve employee engagement and retention in a high-turnover environment Experience working with unionized employees and administering collective bargaining agreements (CBAs) Experience being part of union contract negotiations. Maintaining positive relationship with union representatives while upholding company policies and goals Work along side salary group who are all wonderful, and caring individuals, there are a lot of great hourly folks too. Union can be difficult.

Requirements

Bachelor’s degree with a minimum 5 years in a human resources role (will consider no Bachelor’s degree if minimum of 10 years in a human resource role).
Minimum of 1-year human resources experience in manufacturing or similar environment.
Strong ability to communicate efficiently both orally and written with all levels of management and employees.
Familiarity with using human capital management systems for employee-related processes.
Experience with Workday HCM preferred
Proven ability to influence
Working knowledge of employment and labor laws such as wage and hour, EEOC, FMLA, FLSA, Basic OSHA, etc….
Ability to network and collaborate across functions and levels
Ability to assess talent for purposes of selection, retention, and development
Ability to manage conflict situations
Strong investigation and discipline skills
Ability to research issues, propose strategies / solutions and make independent decisions.
Experience with policy interpretation and application
Ability to interpret verbal and non-verbal behavior and develop accurate perceptions of others’ feelings, needs, values and opinions
Strong change management skills
Strong Excel skills

Responsibilities

Develop and maintain employee relations and engagement practices and programs that promote a positive employee relations environment including but not limited to:
Maintaining “open door” policy at the plant
Actively listening to and engaging with employees on the plant floor
Coordinating community events and employee programs
Creating communications
Championing diversity and inclusion efforts
Investigating and ensuring fair and consistent responses to harassment and discrimination claims, ethics hotline calls, EEOC and /or state charges
Coaching and counseling plant leadership and supervisors regarding employee relations issues and discipline
Facilitate annual HR processes including compensation planning, economic packages, open enrollment, succession planning, and others
Develops and aligns HR initiatives to the business strategy which includes the ability to identify, analyze, understand and articulate business goals and objectives at the company, plant and business unit level
Partner with plant leadership to ensure all people’s needs of business are being met including but not limited to:
Driving the hourly employee staffing process from the sourcing strategy all the way through on-boarding
Developing crew models (provide the data to help make labor decisions)
Partnering with EH&S to improve safety performance
Creating communication plans
Determining training needs and managing training logistics
Planning and executing layoffs and curtailments
Ensure compliance with state and federal employment regulations and company policies.
Lead or participate in company-wide HR projects that deliver results across businesses and geographies
Will also be responsible for administering the collective bargaining agreement (CBA), participating in the development of labor strategy and participation in contract negotiations, and addressing union related issues through grievance resolution or arbitration
May be responsible for direct supervision of HR generalists or services specialists.
May be required to perform other related duties as assigned