Human Resources Manager

Fresenius Medical Care•Ogden, UT

9d•Onsite

About The Position

Provides consultation and problem solving on organizational design and development, change management, recruitment and selection, performance management, employee/managerial development, succession planning, employee relations, training, and policy/procedure interpretations. Operates in a highly matrixed company. Helps ensure alignment between business unit, division and corporate practices.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field.
5 to 8+ years of HR experience, preferably in a manufacturing or industrial environment.
Experience supporting hourly workforce and high-volume operations.
Must have assessment, presentation, communication, facilitation and influencing skills.
Experience effectively addressing sensitive and/or stressful situations and information with tact, discretion and strict adherence to confidentiality requirements.
Must possess excellent organizational, teamwork, process and problem solving skills, as well as the ability to multi-task in a changing, highly matrixed environment.
Strong analytical skills
Demonstrates strong time management and project management skills.
Broad understanding of employment laws.
Strong computer skills with extensive knowledge with Microsoft Office applications.
Excellent oral and written communication skills.
Frequent interaction with production staff and leadership on the plant floor.

Nice To Haves

SHRM Certification (SHRM-SCP, SHRM-CP) is desirable, or a plus.
Experience in handling complex employee relations issues, knowledge of sound human resources principles as well as the HR regulatory environment is a plus.
Some experience with organized labor, preferred.

Responsibilities

Develop and implement HR initiatives aligned with plant and organizational objectives.
Partner with plant leadership to drive workforce planning, engagement, and productivity.
Act as an advisor to plant leadership on HR-related matters.
Develops and administers human resources plans for assigned client groups.
Participates in developing department goals, objectives and processes.
Recommends new approaches and procedures to effect continual improvements in efficiency of department and services performed.
Provides coaching, consulting and problem solving in areas including but not limited to recruitment and selection, performance management, leadership, management and employee development, succession planning, employee relations, training and policy/procedure interpretation and implementation.
Partner with HR Centers of Excellence to deliver key people programs, including compensation, payroll, talent acquisition, leadership and development, and HR operations, ensuring alignment with organizational priorities and business needs, as well as market competitiveness, internal equity, consistency, and compliance.
Lead and support change management efforts by collaborating with leadership to design and execute change strategies, ensuring clear communication, stakeholder alignment, and sustainable adoption.
Partner with leadership to enhance employee engagement and retention.
Build talent pipelines for critical roles and succession planning.
Identify training needs and implement development programs.
Support leadership development and skills training for frontline supervisors.
Track, analyze and communicate key HR data and performance indicators for assigned organization. Determine corrective actions where appropriate.
Ensure compliance with federal, state, and local employment laws (e.g., FLSA, OSHA, EEOC).
May investigate and resolve employee relations issues. Partner with and coach managers and employees through the process. Identify pro-active steps to avoid recurring issues. Consults with management on complex or high-risk issues.
In accordance with established guidelines, provides managers and supervisors with interpretation and guidance regarding HR policies, legal and compliance matters to ensure fair and consistent application.
Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors.
Serve as a key user of HRIS platforms, maintaining data accuracy, supporting transactions, and partnering with HR Operations to ensure efficient and compliant system usage.
May assist in Affirmative Action planning and reporting.
Review and comply with the Code of Business Conduct and all applicable company policies and procedures, local, state and federal laws and regulations.
Other duties as assigned.
Support site regulatory audits