The Plant HR Manager guides and manages the overall provision of Human Resources services, policies, and programs for the entire plant. The major areas directed are:
- Recruiting and staffing;
- Performance management and development
- Organization development;
- Employment and compliance to regulatory concerns;
- Employee orientation, development, and training;
- Policy development and documentation;
- Employee relations;
- Company employee and community communication;
- Compensation and benefits administration;
- Employee safety, welfare, wellness and health
- Charitable giving; and
- Employee services and counseling.
- The Human Resources Manager originates and leads HR practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.
- The Human Resources Manager coordinates implementation of services, policies, and programs through HR staff; reports to the DOM and serves on the management team; and assists and advises line managers about HR issues.
- Development of the Human Resources Department
- Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
- Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff.
- Develops and monitors an annual budget that includes Human Resources services, training & recruitment, C & B.
- Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
- Leads the development of department goals, objectives, and systems.
- Establishes departmental measurements that support the accomplishment of the companyâ€™s strategic goals.
- Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department.
- Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
- Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the plant.
- Participates in management, and Supply chain staff meetings and attends other meetings and seminars.
Training and Development
- Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
- Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
- Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or on boarding, management development, production cross-training, the measurement of training impact, and training transfer.
- Assists managers with the selection and contracting of external training programs and consultants.
- Assists with the development of and monitors the spending of the corporate training budget.
- Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
- Interviews management- and executive-level candidates; serves as interviewer for position finalists.
- Chairs any employee selection committees or meetings.
- Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
- Partners with management to communicate Human Resources policies, procedures, programs and laws.
- Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
- Conducts investigations when employee complaints or concerns are brought forth.
- Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees.
- Reviews, guides, and approves management recommendations for employment terminations.
- Leads the implementation of company safety and health programs. Monitors the tracking of EOHS-required data.
- Reviews employee appeals through the company complaint procedure.
- The Individual
- Undergraduate degree in Human Resources Management/ Business Administration/ English language, etc.
- 5 â€“ 8 years in relevant job/ position in multi-national company
- Deep understanding about local law & regulations
Strategic HR Planning and Business Alignment: Anticipates trends and develops strategic solutions to meet the needs of the organization by partnering and aligning with business leaders
- Ensure employees at all levels understand the organizationâ€™s strategy and objectives
- Anticipates emerging business and organizational needs and trends, incorporating them into the HR strategies
- Translates business and people needs into practical HR strategies and solutions
- Develops creative solutions when faced with business challenges
- Maintains a long-term perspective while paying attention to day-to-day operations
- Identifies local short-term and long-term priorities to support regional and global HR strategy
Coaching and Facilitation: Coaches and influences others to achieve clarity and improve organization effectiveness
- Listens carefully to identify different perspectives and drive alignment
- Able to diagnose issues that reduce team effectiveness and create solutions
- Constructively challenges people by asking questions which enable them to understand and resolve issues
- Consults and collaborates with managers to resolve workforce issues
- Leverages knowledge of formal and informal structures in the organization
- Facilitates ongoing cross-organizational alignment
People and Organization Insight: Balances the needs of the employee and Company to ensure fairness and equity
- Leverages employee insights in order to increase engagement and create an inclusive work environment
- Maximizes formal and informal employee insights to drive value-added HR initiatives
- Seeks to understand the thoughts, feelings, and concerns of employees
- Spends time with people to understand their perceptions of the organization
- Seeks representation of diverse opinions and perspectives when developing plans and programs
- Understands how the work environment impacts employee engagement
- Shows cultural awareness and sensitivity when making decisions that affect Client people
- Ensures a balanced view of peopleâ€™s strengths and areas to develop
Change Management: Works proactively to facilitate change and its impact at all levels of the organization
- Proactively seeks and identifies the need for change management at early stage and starts the change management process
- Applies and promotes client â€™s change management framework and tools to address business and people implications of change in a structured way
- Identifies and engages key stakeholders to gain buy-in for new initiatives
- Recognizes the impact of change on people and helps them adjust while maintaining productivity
- Creates and evaluates HR practices that reinforce desired behaviors
- Demonstrates personal commitment to change through words and actions; acts with confidence and personal integrity
- Provides ongoing guidance and builds capability of business leaders and implementation teams to proactively manage change initiatives
Business Analytics and Financial Acumen: Creates and evaluates HR solutions based on a deep understanding of analytical tools to assess business and financial implications
- Understands the different parts of the business and how they perform and link together
- Understands the key drivers and measures of business and financial performance
- Understands the budget and planning process
- Uses relevant financial terms
- Asks the right questions in order to understand the data as well as underlying assumptions and rationale
- Researches & analyzes internal and external data to arrive at decisions
- Considers the financial impact of HR programs and services
- Applies ROI mindset for HR programs and services to determine their effect on the bottom line
HR Functional Competence: Demonstrates professional competence by using knowledge and in-depth experience in HR areas important to job performance
- Keeps self and others informed of external trends
- Understands and applies total compensation and benefits systems and strategies
- Analyzes knowledge and skill gaps and identifies or creates learning solutions
- Finds creative ways for the organization to recognize, motivate, and reward people
- Creates effective approaches for attracting, selecting, developing, and retaining people
- Understands relevant employment laws and practices and knows when to seek advice and counsel
- Counsels line managers on the potential employee relations impact of business issues and decisions
- Assesses individual potential and capabilities to facilitate optimal placement of candidates
- Assesses organizational capabilities and design structure and jobs to drive business strategy
- Coaches line managers to utilize performance management & development processes and tools
- Effectively selects and manages external business partners while maintaining Client â€™s ethical standards
Technology Utilization: Understands and leverages technology to effectively deliver HR services and to help people work in a more productive and innovative way
- Leverages technology to explore external trends and best practices to create innovative HR solutions
- Keeps up to date with new technology and its relevance to our business
- Understands what data is available in SAP HR and other systems
- Efficiently extracts and manages data to meet HR and business needs
- Uses systems and applications effectively to make fact-based decisions and deliver and improve HR services
- Partners with IT and external vendors to develop or enhance HR technology.
- Promotes the use of collaboration tools to help people work more productively
Personal Credibility: Establishes oneself as a trusted advisor by demonstrating personal integrity, competence and confidence
- Gains trust, support and commitment of others by being credible, transparent and acting with high ethical standards.
- Exhibits sound judgment when making decisions and taking action
- Has the courage to tell leaders what they may not want to hear
- Offers concrete, honest feedback to all levels in the organization
- Doesnâ€™t allow sentiment or internal politics to get in the way of making objective decisions
- Thinks creatively to find more effective ways to meet customer needs
- Delivers against commitments
- Communicates effectively to all levels of the organization