Manager III, HR

Novolex•Bedford Park, IL

4d•$100,000 - $120,000

About The Position

The Human Resources Manager serves as a strategic people partner to a fast-paced, high-volume manufacturing facility and is responsible for all facility HR functions. These include talent acquisition, employee and labor relations, training and development, compensation and payroll, benefits, communications and change management, workforce planning, and employee engagement. The position supports the growing Conyers Plant and contributes to local operations as well as network-wide projects and initiatives. The role builds organizational capability through hiring, onboarding, leadership development, talent management, succession planning, and employee engagement. It provides HR counsel to managers and employees, supports performance management and employee relations investigations, manages local payroll and HRIS duties, and ensures the consistent and compliant application of applicable laws, regulations, policies, and procedures. The role uses data and measures to identify trends and drive improvements in workforce outcomes and business performance. The stated compensation estimate is $100,000–$120,000 plus bonus and benefits. Benefits listed for the role include a 401(k) plan with company match, medical, dental and vision insurance, flexible spending and health savings accounts, paid vacation and sick days, paid parental leave, paid holidays, and a wellness program. Company-wide offerings also include training and development opportunities and tuition reimbursement for non-union employees; programs may vary by work location.

Requirements

3–5 years of experience working in Human Resources in a manufacturing environment.
Demonstrated experience serving as an HR partner to leaders.
Ability to use HR data and analytics to diagnose trends and connect them to business performance outcomes.
Strong change-management and project-management skills.
Experience driving culture and employee engagement strategies and initiatives.
Strong talent-management experience, including assessing talent gaps and identifying actions to strengthen the talent bench.
Good understanding of HR processes and process-improvement methodology.
Experience working successfully with employees and stakeholders at all organizational levels, with strong influencing, supporting, and challenging skills.
Results- and people-oriented, with sound judgment and ability to balance multiple priorities.
Excellent communication and interpersonal skills, including effective listening and appropriate responses across organizational levels.
Data- and measures-driven approach.
Leadership adaptability, including the ability to advocate, counsel, influence, and direct.
Solutions-focused mindset.
Strategic focus and willingness to engage in day-to-day HR department activities.

Nice To Haves

Bachelor’s degree, preferably in Business with a concentration in Human Resources or Communication.

Responsibilities

Lead talent acquisition from needs assessment through onboarding, and develop short- and long-term hiring strategies.
Own and continuously improve workforce hiring, onboarding, and orientation processes.
Facilitate assimilation for new leaders and build the leadership pipeline and organizational capabilities.
Use leadership development and training platforms to strengthen leadership capability and business performance.
Create and execute learning and development programs that prepare employees for greater responsibilities and career opportunities.
Drive talent management through assessment, selection, coaching, and mentoring.
Develop local succession plans to ensure the organization has the talent needed now and in the future.
Build a high-performing, values-led organization through employee engagement, diversity, and inclusion.
Develop and execute employee engagement programs that support management credibility and business performance.
Provide change-management expertise and facilitate communications and change management for business initiatives, projects, and changes.
Develop workforce communications plans to support the culture of the operations.
Develop effective HR programs, processes, and solutions.
Provide counsel and support to managers and employees on HR initiatives and projects.
Ensure consistent, timely, and accurate compliance with applicable laws, regulations, and internal policies and procedures.
Collaborate with managers and supervisors on processes and tools that improve productivity, quality, safety, and workforce retention.
Analyze HR data, trends, and metrics and drive actions to improve outcomes.
Provide day-to-day performance management guidance to line management and conduct employee relations investigations as needed.
Manage local payroll and HRIS responsibilities as assigned.
Assist with network-wide projects and initiatives as needed.