Job description
The Human Resources Manager will be responsible for, but not limited to, functions pertaining to the overall coordination of HR and HR training at the site.
Functions
- Responsible for managing the day-to-day delivery of HR-services to employees of the distribution center.
- Ensure compliance with legal requirements and company policies related to general employment and management practices, policies, benefits and labor relations.
- Provide direction, coaching, and counseling to managers and employees
- Responsible for compiling and updating HR data via the HRIS including new hires, terminations, performance management, and payroll information.
- Maintain structure, content, and integrity of employee files
- Develop and maintain relationships with temporary and other employment agencies
- Develop orientation program for employees
- Demonstrate understanding of employee benefit plans and act as a liaison between employees and Kenco Management Services as needed
- Responsible for training management and employees on employment-related matters including sexual harassment, progressive discipline, and performance coaching.
- Monitor progress toward completion of training goals
- Provide current reports to management pertaining to organizational structures
- Compile data for managers and prepare various reports as requested
- Coordinate annual HR Improvement Plan
- Follow all Safety and Environmental procedures
- Maintain a high standard of housekeeping to ensure an orderly workstation/place
- Practices safe work procedures, and follows all safety rules at all times
- Work with Leadership Team to develop effective HR strategies, plans, and processes.
- Other duties as assigned to fulfill the needs of the customer and the business
Qualifications
- Bachelor’s Degree (B.A./B.S.) in Human Resources or a related field
- PHR or SPHR preferred.
- Five (5) or more years’ experience as a Human Resources Manager
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. 41 CFR 60-1.35(c)
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