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Manufacturing Plant HR Manager job

The Judge GroupGrant County, AR
The Judge Group jobs

Company

Skills

Company Description

The Judge Group, located in Wayne, PA, is a staffing firm which operates not only in the US, but in Canada and India, with over 35 offices, offering consulting, technology, talent, and learning Solutions. The Judge Group serves companies of all size, ranging from small business to more than 40 Fortune 100 companies and is responsible for the placement of 7,000+ professionals annually across a wide range of industries. The company's talent pool is deep enough to meet the needs of customers throughout the world, in addition they can explore machine learning solutions for their business, they can find full stack developers to fill out a team, or train employees for the latest technology. If you are an individual who can demonstrate acute experience in a specific industry and take a serious interest in your professional development, the Judge Group will provide training programs and offer competitive commission and incentive programs. The firm was founded in Philadelphia in 1970 by Marty Judge, Jr., as a direct placement organization.

Job Description

Job Req 629830 Industrial Manufacturing Company is looking for: POSITION: Manufacturing Plant HR Manager LOCATION: Sheridan Arkansas (Little Rock Area) SALARY: $120-140K 20% DEGREE: Required; prefer PHR or SPHR certification EXPERIENCE: 10 Years experience HR Background RELOCATION: Assistance Available Key Elements to this Role: 10 Years of Labor Relations, Union, Contract negotiations, Grievance and Arbitration Experience 10 Years of HR Related Generalist and Management Background Generic Description: This person develop and maintain successful working relationships with management team in order to influence and provide effective HR processes, advice and support. Provide proactive coaching, consultation and direction to management in areas of employee relations, performance management, training and Increase understanding and consistent application of company policies, procedures, and practices through training, coaching, one-on-one communication and policy interpretation. Observe and promote adherence to policies, regulations and Global Business Standards. Primary contact for employees and managers to answer inquiries and provide general employee information including: compensation, benefits and attendance. Responsible for the coordination of all employee data changes and HRIS reporting. Represent management in investigating, answering and settling employee complaints of moderate complexity. Functions as a business partner, providing guidance and counsel and acting as a conduit for organizational feedback, including areas of coaching and associate performance through building strong business relationship with the functional leaders Supports the execution of strategic recruitment and employment programs from recruitment through offboarding by working with management to ensure timely understanding of current and future workforce needs and working with RPO and recruitment partners to implement improvements to staffing processes including sourcing and selection. Facilitates the Leadership Talent Review process, talent identification and development, and participates in the formulation of organizational strategy and succession plans for assigned functional areas. Facilitates the performance development process and annual merit planning process with functional leaders. Ensure ongoing management and supervisory development, effective communication, associate development and that decision-making and problem solving occur at the appropriate levels. Drives cultural change around continuous improvement using the Operating Model framework and proactively supports the delivery of HR processes Oversees the analysis, metrics and communication of all human resources related activities in the assigned organizations. Oversees the corporate engagement team to ensure alignment with not only efforts to improve overall employee morale but achieve a positive impact to the business as well. Responsible for managing rotational programs and creating definition and structure for new rotational programs across Corporate functions and creating medium and long-term action plans to ensure availability of talent for the rotations and talent pipelines. Coach and counsel management on key talent matters by providing data, key indicators and qualitative feedback to align employment decisions to current and future workforce needs Other duties may be assigned.

TASKS

  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.

SKILLS

  • Reading ComprehensionUnderstanding written sentences and paragraphs in work related documents.
  • Active ListeningGiving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • WritingCommunicating effectively in writing as appropriate for the needs of the audience.
  • SpeakingTalking to others to convey information effectively.

KNOWLEDGE

  • Administration and ManagementKnowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • Customer and Personal ServiceKnowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  • Personnel and Human ResourcesKnowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • PsychologyKnowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.

The Judge Group

Type

Company - Private

Size

Large

Revenue

$100M to $500M

Location

Multiple locations

Industry

Customer Service
Engineering/Architecture
Marketing/Advertising/PR
More...

Founded

1970

CEO

Martin E. Judge Jr.

Job Filters

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Closed Job Filters

This is supporting a large defense customer. For immediate consideration, please send your resume to [Click Here to Email Your Resum ] . -Robbie Kissinger Secret clearance required IASS functions asRead more
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