1. Oversees employee compensation for plant:

1.1 Implements any compensation changes consistently using best practices. This includes spot bonuses, job structures and base rates as examples.

1.2 Ensures effective compensation programs are designed for the local external environment through collaboration with Corporate Compensation

1.3 Ensures general wage increases are communicated appropriately within the plant.

1.4 Handles any workers’ compensation claims.

1.5 Administers company pay policies and counsels and directs plant management in the interpretation and communication of such policies.

2. Ensures compliance with employment law and HR compliance regulations.

2.1 Keeps plant management team updated on relevant compliance topics.

2.2 Conducts annual harassment and workplace violence training in a manner that keeps employees engaged.

2.3 Acts as point of contact for other compliance training topics from other business disciplines as needed (i.e. cyber security, etc.)

3. Manages the talent management function for the plant(s) in collaboration with COEs, plant leadership and the Field HR Manager.

3.1 Works with Plant Manager(s) and leadership team(s) to develop coaching skills when necessary.

3.2 Works with plant leadership to manage talent through skills gap analysis, development plans and performance improvement plans and advises and participates in employee and management counseling regarding company policies, procedures, legal requirements, employee performance, discipline, benefits, restructuring, etc.

3.3 Provides constructive coaching & counsel to operations leadership when needed in partnership with Field HR Manager and/or Division HR leader.

4.     Oversees Employee Relations, Employee Engagement and Diversity, Equality and Inclusion activities.

 4.1  Builds positive relationships with both salaried and hourly workforce at the plant(s) and provides opportunities for open discussion and meetings for complaint and conflict resolution and works with plant leadership in implementing strategies as needed to improve engagement.  Keeps pulse on employee engagement and morale.

4.2  Investigates simple and complex employee issues as they arise (through hotline, open door policy, audit, etc.) involving Field HR Manager and ERLR as needed.  Able to make decisions independently.

4.3  Reviews and approves Disciplinary Background Investigations that are initiated by plant personnel.  Submits well-documented DBIs      and coaches and trains others in the process.

4.4  Provides support and guidance to employees with concerns or issues - problem solving, employee performance, last chance agreements.Able to solve complex employee relations situations

 Partners with corporate DE&I functions to engage plant(s) in training and activities related to diversity, equity and inclusion.

5.     Manages plant recruiting function in partnership with COE

5.1 In locations where Recruiting Partners support plant recruiting, the HR Generalist works closely with the recruiters to identify needs, monitor recruiting efforts, adjust strategy where needed to attract talent to fill open positions in a timely manner.In locations where recruiting partners do not support plant recruiting, the HR Generalist is responsible for full life cycle recruiting.

5.2 Evaluates current recruiting practices and drives continuous improvement.

5.3 Ensures diversity and inclusion efforts are incorporated into the recruiting process

5.4 Onboards new employees in partnership with hiring managers and oversees the initial orientation process

5.5 Involves plant in community activities that will help lead to fulfillment of future recruiting needs, apprenticeship programs, etc.

6.     General HR Business Partnership

6.1 Participates in SPS or other Continuous Improvement programs locally and acts as active member or leader on a CSD pillar team. Partners within Corporate HR SPS teams. Completes required SPS training.

6.2 Communicates plant restructuring/reduction in force guidelines to managers, ensures documents are prepared accurately, preps managers for the discussions, and participates in 1-1 discussions with the impacted employees

6.3 Establishes and maintains an effective relationship with internal business partners and gains their trust and respect.Makes a concerted effort to learn the business and understand the client’s business needs; understands plant’s short- and long-term objectives.

6.4 Utilizes available metrics and data to identify areas of opportunity and presents data to the plant leadership team.Works with leadership to develop action plans based off the data.

6.5  Provides the training, resources and support needed to enable high utilization of employee and manager self-service where available in systems such as Workday, Simon, Sonoco University, etc. Utilizes SIMON (ServiceNow) to ask questions and clarify processes and policies regarding compensation and benefits including but not limited to STD, FMLA, LTD.  Approves SIMON requests and responds to inquiries.  Submits terminations requests within Simon.

6.6  Partners with Plant Manager on Workforce Planning needs and supports efforts to identify new roles, define job descriptions and standard work and works with Division HR leadership to evaluate compensation for new roles.

6.7  Partners with Plant Manager on change management strategy and communication.

7.     In Union locations:

7.1 Develops and maintains relationships with the local union and plant union representation.

7.2 Ensures appropriate administration of contract.

7.3 Understands when to call in Sonoco’s rapid response to union threats.  May participate on rapid response team.

7.4 Updates Union contracts and educates plant leadership and employees.

7.5 Partners with Field HR Manager and Division HR Leader to identify negotiation parameters prior to contract negotiations.

7.6 Is an active participant in employee mediation when needed.                        

7.7 Works through advanced grievances with local and/or national union reps          

7.8 Works with the Labor Relations to develop strategies for negotiations and partners with assigned team for the execution of labor negotiations.

7.9 Participates in union negotiation process as 2nd chair

We are an equal opportunity employer, and we strictly prohibit and do not tolerate discrimination against employees, applicants or any other covered persons because of race, color, religion, national origin or ancestry, sex, pregnancy, sexual orientation, marital status, gender identity or expression, age, disability, genetic information, veteran status, or any legally protected characteristic.