HR Manager - Focus

ROLES AND RESPONSIBILITIES Human Resources Manager

The HR Manager is responsible for overseeing all aspects of the human resources function. This includes recruitment and
selection, employee onboarding, performance management, employee relations, training and development, corporate
governance and audit function, compensation and benefits, and adherence to employment laws and regulations. The HR
Manager works closely with management and employees to ensure a positive and productive work environment and plays a key role in developing and implementing HR policies and procedures. The HR Manager plays a crucial role in supporting the company's strategic goals and objectives by effectively managing and developing the organization's human capital.

ESSENTIAL JOB FUNCTIONS (to include but not limited to):
• Manages manpower planning and Talent Acquisition including strategy and programs for recruiting, selection, and
onboarding primarily hourly production associates.
• Coordinates with Leave Management office regarding FMLA, Disability, Workers Comp and ADA impacts on associate
availability.
• Analyzes turnover trends, develops strategies to enhance culture, and partners with leaders to implement initiatives to
enhance culture leading to higher morale and retention levels.
• Develops and manages Associate Relations programs and provides support to associates and managers to proactively
prevent issues and mitigate any potential legal risk to the organization.
• Manage and Oversee the Corporate Governance function working directly with regional audit groups to ensure
compliance with required and recommended policies and practices.
• Oversee and assist in developing the hourly orientation and training department to ensure that onboarding practices
remain in compliance with company standards.
• Partners with organizational development groups to understand development needs, assess performance gaps, identify
programs to address development needs, and facilitate programs as needed.
• Oversees performance management process including approaches for evaluating new employees during probationary
periods and periodic and annual performance tools to provide timely and relevant feedback to associates.
• Creates and implements approaches to coach managers through performance discussions with associates, mediates
performance discussions, and initiates / monitors performance employee plans when needed.
• Facilitates business plan initiatives as aligned with departmental and regional goals.
• Lead a team of associates in daily management activities to ensure alignment between work and anticipated outcome.
• Participates in the HR Committee to ensure awareness and to support the alignment of overall annual and midterm
goals.
• Prepares and monitors departmental budget and ensures cost management of initiatives, updates forecast based on
expected cost for upcoming programs, and communicates variances between actual cost and budgeted/forecasted amounts.
• Evaluate hourly industry compensation trends including bonuses, develop recommendations to increase alignment with
the industry, and implement changes to the wage progression as needed.
• Support Open Enrollment and Wellbeing Programs coordinated by the Regional HR Department.
• Supports HRIS and Payroll initiatives as regulated by the Regional HRIS/Payroll Department.
• Develop and enforce the company's practices, policies, and continuous improvement efforts and ensure that they are
in-line with the region's goals including safe practices and procedures.
• Demonstrates consistency in day-to-day approaches to management (department/region).
• Prioritizes and manages multiple projects and progress against department/company goals.
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional
publications; establishing personal networks; participating in professional societies.
• Exemplifies trust and "respect for the individual" in interactions with others and leads by example.
• Responds to changes and situations with tact and diplomacy ensuring the utmost of trust and confidence in the team
and others through interaction and open dialogue.
• Listens to feedback and recommends positions and suggestions to ensure alignment between planned and actual
expectations and outcomes.
• Supports associate development and the importance of learning and training through demonstration by actively
developing self and others. Encourages personal growth and professional development.
• Demonstrates skill using Key Performance Indicators and other data to solve problems and make decision.

REQUIREMENTS (EDUCATION, EXPERIENCE, SKILLS):
• Bachelor's Degree in HR, Business Administration, or related field (desired).
• 10 Years - Experience in Organizational Development, Training, Human Resources, or related field, and
• 5 Years - Experience in company-wide functional leadership.
• Knowledge of HR laws, regulations, and best practices to ensure and maintain compliance.
• Maintains confidentiality and trust among peers, executives, and others.
• Competent with public speaking and leading meetings with diverse attendees.
• Understands interpersonal dynamics, group behaviors, and can respond to diverse personalities and cultures.
• Comfortable with and confident dealing with ambiguous situations and sensitive discussions.
• Capable of working alone and as a member of a team.
• Highly computer literate in Microsoft Suite (especially Excel and PowerPoint) and various HR software programs
including HRIS.
• Comfortable working in a highly visible role.
• Exceptional analytical and problem-solving skills.
• Honest, ethical, and dependable.
• Experienced in mediation and conflict resolution processes.
• Expert stress management skills and ability to make important decisions under pressure.
• A proven leader with strong interpersonal skills, keen to motivate and effectively educate and connect department
managers and associates regarding all HR matters