Job Description

Human Resources Manager - Kentucky location

The  HR Manager for a Division is a member of the facility Leadership team, reporting directly to the Divisional HR Director with a dotted line to the General Manager. As an HR Business Partner to the General Manager, this position will collaborate to deliver the company's strategic and operational objectives, aligned with human capital plans. This role will require the ability to think strategically to drive change within the business. This is both a strategic and hands-on role that provides full cycle Human Resource support to our leaders, employees, and union partners.

This position provides leadership and direction for all HR functions to achieve the facility's strategic goals through human capital.

The HR Manager is a proactive business partner to the leadership team and will act as a change agent for the culture evolution and process improvement. The HR Manager forms partnerships with all employees to create strong relationships that facilitate the attainment of the organization’s business objectives.

The HR Manager is expected to maintain an effective level of business literacy regarding the business unit’s financial position and business plans. 

Job Responsibilities/Accountabilities:

Business Partnership:

• Collaborate with leadership team to ensure human capital objectives are aligned and tied to the overall strategic and operational business objectives to deliver financial results.
• Provide leadership through understanding of key financial, operational business metrics and monitoring shifting trends to remain competitive within the industry.
• Ensure team-based work environment drives a performance culture, aligned with the company's values and behaviors throughout the business.
• Act as a change management leader with strong emphasis on operations and productivity improvements.

Employee Relations/Labor Leadership:

• Lead all labor relations functions, including but not limited to negotiations, grievance resolution, arbitrations, and the administration of collective bargaining agreements in partnership with divisional corporate leaders.
• Develop and maintain a positive partnership with union leadership to ensure sustainable business operations and results.
• Skilled in investigating and resolving complex employee relations issues and coaching managers through performance management and employee concerns.

Talent Management:

• Lead and drive the succession planning of the plant talent process building a talent culture
• Partner and coach key leaders to deliver reviews and performance plans.
• Conduct recruitment efforts locally to find key talent and build bench strength, including partnering with local universities to strengthen the company's brand and recruitment efforts
• Ability to motivate and engage a team of HR direct reports aligned with the divisional HR strategy

Other Duties:

• Administer compensation program; monitor performance evaluation program and revise as necessary
• Develop and maintain an affirmative action program.
• Maintain compliance with federal and provincial regulations concerning employment
• Manage local records and reporting in the Human Resource Information and Workforce Management Systems

Key Skills:

• Strong understanding of financial business metrics with the ability to develop HR metrics to drive decisions.
• Strong analytical skills and timely decision-making ability.
• Good communicator at all levels of organization to include listening, writing, and presenting.
• Change agent with the ability to collaborate well with others.
• Ability to influence and lead.
• Strong conflict resolution and performance management skills.
• Proven success in leading Human Resource strategies; initiatives and projects from inception to implementation in a leadership capacity
• Demonstrated high level of time-sensitive work prioritization, accuracy, organizational and communication skills

Professional Experience/Qualifications:

• Bachelor’s Degree in Human Resources, Business Administration or related field required, Master’s Degree preferred.
• 7-10 years of experience in manufacturing environments supporting non-union, union experience a plus, preferably in a manufacturing setting.
• Demonstrated strong change management skills.
• Experience coaching managers and employees for effective skill building.
• Strong Conflict resolution, relationship building and performance management skills 

Advanced proficiencies in Microsoft Office (Excel, Word, and PowerPoint); knowledge in Outlook 

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