Posted: May, 17, 2019 Full-Time Appleton, WI, United States
The Human Resources Manager partners with the leadership team and is responsible for a wide range of functions including: Organization Design & Effectiveness, Talent Management & Development, Compensation, Employee Relations, Policies & Procedures, Legal Compliance and Company Culture.
What you’ll be doing:
Identifies implications for organizational strategy along with recommendations to support longer term business growth. Collaborates with management to identify change management implications and leads change.
Consults with and advises business leadership on organizational design that will enable the business to grow and operate effectively. This includes evaluating work structure and job descriptions.
Partners with Talent Specialist and Hiring Managers for sourcing, recruiting, interviewing, selection, retention, and onboarding of talent. Assesses organizational capabilities, identifies gaps and develops action plans.
Assists in the training and development of team members. Coaches business leaders and their teams on the development of others. Helps identify development opportunities for talent and tracks progress on development action plans. Consults on succession plans.
Administers team member performance management process and provide training and support in all components of performance management.
Administers job evaluations, salary ranges and annual merit review programs, using relevant market data as needed to maintain competitiveness. Responsible for design, development, and implementation of medical, wellness, and compensation programs. Stays aware of industry trends to attract and retain talent.
Advises and coaches management and HR on resolving team member issues. Balances legal exposure with desired business outcomes. Consults with outside counsel as required.
Directs, recommends and proactively communicates appropriate local implementation of HR policies, practices, and initiatives. Ensures legal and regulatory compliance, including: equal employment opportunity/affirmative action, wage and hour, and work authorization.
Fosters continuous improvement by analyzing processes, monitoring effectiveness, and identifying actions to reduce complexity and/or enhance operational performance. Utilizes data to drive decisions and ensure accurate recordkeeping/data integrity is maintained.
Champions diversity and inclusion goals, strategies, and plans. Actively participates in team member communications. Oversees company and community events.
Performs additional assignments as required by the needs of the company or as directed by the Vice President of Human Resources.
What you’ll bring to the table:
Experience in all facets of human resources including knowledge of recruitment processes, talent management, benefit and compensation administration, employee relations, and legal compliance requirements.
Exercises sound judgment, professional integrity, and confidentiality.
Takes ownership: drives positive change and challenges status quo and have difficult conversations with leaders. Addresses issues with courage.
Strong ability to work through others and drive organizational focus and results. Must have a high level of credibility and ability to influence across many levels of authority.
Ability to make independent decisions and regularly suggests ways to improve services and processes.
Approachable and actively models and promotes our culture and values of integrity and respect.
Assesses performance objectively and candidly; makes the tough calls when necessary.
Effectively manages time and prioritizes work load, assumes and manages multiple tasks without close supervision, adapts to change, and consistently meets deadlines.
Business acumen: understands budgeting and costs associated with actions and how they support organizational strategy.
Strong HRIS experience to maximize workflow management, payroll, compensation, performance & goals management, talent management and acquisition.
Strong PC skills/proficiency in MS Office programs (Word, Excel, PowerPoint) and the Internet.
Strong written/verbal communication skills; good listening skills.
Willingness to travel up to 10%.
Education, Experiences, Licenses:
Bachelor’s degree (B. A.) from four-year college or university.
Minimum seven years of experience in HR Generalist and/or HR leadership positions. Construction or manufacturing experience preferred.
PHR certification preferred.
Acquisition experience preferred – due diligence through post-merger integration; including risk identification and resolution.
Must possess a valid driver’s license and access to personal transportation or must have access to reliable and efficient means of transportation to and from work sites.
What we’ll do for you:
Our Culture. Safety, core values, teamwork, feedback, and continuous improvement. This is our culture. This is how we work together. This is how we do business.
Your Career. You have a career here at Suburban. Not just a job. We want you to reach your highest potential. You decide what that is.
Our Commitment. To your financial health and well-being. This starts with the Great Game of Business, the Employee Stock Ownership Plan (ESOP), bonus plan, increased income potential, and benefits.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information.
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