ESSENTIAL DUTIES

● Responsible for the HR Business Partner Relationship and HR Activities for the following specified company locations.

● Contribute to the business objectives by helping business leaders identify, prioritize, and build organizational capabilities, behaviors, structures and processes. Act as a liaison between Operations and HR to ensure HR services are aligned with the needs of the business and identify new opportunities where HR can add value to the business.

● Manage specific projects as determined in the annual HR plan and participate in functional and cross-functional initiatives. Participate in corporate HR project teams and programs.

● Act as a key HR Business Partner liasoning with senior leadership for client groups on all aspects of HR, Organizational development, and leadership development.

● Manage all employee relations activities within the assigned client groups according to established guidelines and sound administrative practices and in accordance with the organization's mission, values and goals.

● Provide HR expertise on employment laws and practices.

● Conduct research and develop/recommend solutions and process improvements on HR related projects, processes, and policies aligned to company strategy, culture, and business practices.

● Champion the Talent Management Process and ensure timely, accurate, and fair assessments of employee performance are conducted per the corporate guidelines.

● Assist the business leaders to provide employees with development opportunities and ensure current and future performance standards are met. Support managers in forecasting and planning their talent pipeline requirements in line with the business objectives.

● Participate in the evaluation and monitoring of the success of training programs.

● Prepare employees for assignments by establishing and conducting orientation and training programs.

● Workforce Planning and Analysis

● Assist business leaders in the systematic identification and analysis of what the organization is going to need in terms of the size, type, experience, knowledge, skills, and quality of workforce to achieve its long-term objectives.

● Provide guidance and input on business unit restructures, workforce planning, and succession planning.

● Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies.

● Safety

● Promote safety and health awareness through internal company communications, newsletters and specific training programs.

● Audit practices and records of manufacturing plant to ensure compliance with company programs and federal/state occupational safety and health regulations.

● Champion the Strategic Labor Relations Plan for the facility.

● Ensure consistent application of all corporate and plant policies and practices. Communicate HR programs and policies to plant staff and address all related questions. Lead a process for capturing desired changes in plant policies or practices.

● Maintain and expand knowledge and understanding of existing and proposed federal and state laws/regulations affecting human resources management. Identify trends that could impact organizational objectives and/or operational resources. Interpret appropriate laws and policies and advise management and employees accordingly.

● Manage and resolve complex employee relations issues.

● Conduct effective, thorough, and objective investigations.

● Identify and resolve employee issues through regular contact with all employees. Anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution.

● Develop and execute proactive employee engagement programs to ensure high levels of management credibility and business performance. Work closely with management and employees to improve working relationships, build morale, and increase productivity and retention.