Duties/Responsibilities:
- Participates in driving a safety-first company culture across all business units.
- Conducts weekly meetings with respective business units.
- Consults with line management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the leadership team to develop solutions, programs, and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Maintain workplace OSHA workplace injuries logs and reports.
- Ensures all new hire and on-going employee safety training is completed in a timely manner and documented.
Reports to:: CEO
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Develops policy guidelines for new hires, promotions, and transfers.
- Assists employees with workplace issues and related HR matters.
- Provides guidance and input on business unit restructuring, workforce planning and succession planning.
- Develop an effective talent recruitment program to ensure staffing levels are achieved and maintained to drive the business workforce requirements.
- dentifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Performs other related duties as assigned.
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Excellent interpersonal and customer service skills.
- Excellent organizational skills and attention to detail.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Proficient with Microsoft Office Suite or related software.
Education and Experience:
- Minimum of 10 years of experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Must have demonstrated experience implementing and working with HRIS systems.
- Bachelor's degree in business, Human Resources, or related fields of study.
- SHRM Certified Professional (SHRM-CP)/PHR/SPHR or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
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