Human Resource Manager

Human Resource Manager – College Station, Texas

This position provides support and leadership and manages all Human Resources functions for a manufacturing facility. Responsible for developing and implementing Human Resources programs, including employee relations, talent acquisition, training, communications, compensation, and regulatory compliance. In this role, the Human Resources Manager will report directly to the Regional Director but will function as the business partner daily to the Operations Director.

• Maintains plant employee relations by assisting supervisors with counseling associates, monitoring associate separations, counseling associates with workplace problems, developing plant policies and procedures, communicating with management teams regarding policy interpretation, and ensuring open employee communications
• Performs administrative duties by performing public relations duties, participating in staff meetings, supervising company donations and sponsorships, administering company uniform program, and acting as company representative for unemployment hearings
• Maintains compliance with federal, state, and local regulations by developing and maintaining the Affirmative Action Program, attending educational training seminars, and researching reference materials to ensure compliance
• Conducts recruitment for plant exempt, non-exempt, and temporary positions by communicating with recruiters regarding open positions, writing advertisements for the media, communicating with management to coordinate staffing open positions, scheduling and conducting interviews, and assisting in conducting employee orientations
• Manages employee recognition programs by planning, organizing, and executing company functions and maintaining service awards and gifts
• Serves as a functional resource for employees, ensuring their understanding and compliance with HR policies and regulations
• Manages employee relations efforts to develop and implement business-aligned HR initiatives that promote effective employee and management relations
• Keeps management advised of potential problems and recommends & implements solutions as appropriate
• Recommends innovative approaches, policies, and procedures to support continual improvement. Function as a change in agent within the plant
• Participates in developing and implementing the plant’s goals, objectives, and systems
• Monitors Human Resources key performance indicators, identifying root causes to workforce issues and driving improvement initiatives
• Manages and maintains department records and reports
• Actively participates in company-wide HR projects and meetings
• May manage vendor relationships
• Work with Compensation and Benefits team to ensure competitive programs are in place to attract and retain talent
• Partners with Safety to promote and create a safe work environment and ensure compliance with OSHA regulations
• Performs all other duties as assigned
  
  

Minimum Job Requirements:

Education/Certifications and Experience:

• A Bachelor’s or Master’s degree in Human Resources, Business Administration, or related field
• 3 – 5 years’ experience working in a HR manufacturing environment
• Experience working with HRIS - Workday
  
  

Knowledge, Skills, and Abilities:

• Bilingual skills (English and Spanish) preferred
• Knowledge in Microsoft Word, Excel, PowerPoint, and Access
• Ability to function as a team leader and self-starter
• Ability to manage multiple tasks in a dynamic, constantly changing environment
• Strong analytical, reasoning, and math skills
• Strong communication skills with the ability to present to large audiences
• Ability to communicate well to senior management
• Strong phone skills, able to maintain consistent communication to all parties
• Strong verbal and written communication skills
  
  

Supervisory Responsibilities:

• Manage one or more Human Resources Administrators or Generalists
• Work requires supervising and monitoring work performance through the assistance of other supervisors or administrators, including making final decisions on hiring and disciplinary actions, evaluating program/work objectives and effectiveness, and realigning work and staffing assignments, as needed
  
  

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