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.

Core Responsibilities:

• 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 company’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.

Employment

• 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.

Employee Relations

• 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

Education:

• Undergraduate degree in Human Resources Management/ Business Administration/ English language, etc.

Experience:

• 5 – 8 years in relevant job/ position in multi-national company
• Deep understanding about local law & regulations

Key Competencies:

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 organization’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 people’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 ’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 ’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
• Doesn’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