Plant HR - Manufacturing (10-15 yrs)

Key Responsibilities:

Recruitment & Staffing:

- Lead the recruitment and staffing efforts for the plant, ensuring the hiring of qualified candidates for production and support roles.

- Partner with department heads to determine staffing requirements and prepare job descriptions.

- Manage the full recruitment lifecycle, including sourcing, interviewing, hiring, and onboarding employees.

- Ensure that staffing levels meet production needs while complying with budget and labor laws.

Employee Relations:

- Serve as the first point of contact for plant employees regarding HR concerns, complaints, and disputes.

- Foster a positive and cooperative relationship between employees and management.

- Promote open communication, mediate conflicts, and resolve workplace issues in a fair and timely manner.

- Ensure adherence to plant policies, procedures, and collective bargaining agreements (if applicable).

Performance Management:

- Implement and oversee performance management systems, including annual reviews, goal-setting, and feedback mechanisms.

- Provide guidance to supervisors and managers on performance-related issues, including corrective actions and coaching.

- Handle employee discipline processes in line with company policies and legal requirements.

Training and Development:

- Assess training needs for plant employees and work with relevant departments to implement necessary training programs.

- Coordinate employee development programs aimed at improving skills, safety compliance, and overall performance.

- Support succession planning by identifying high-potential employees for leadership development.

Health, Safety & Compliance:

- Work closely with the plant's safety team to ensure compliance with workplace safety regulations (OSHA, local safety standards, etc.).

- Oversee employee health and safety initiatives, ensuring training and safety procedures are adhered to.

- Ensure compliance with all labor laws, wage laws, and workplace regulations (e.g., worker's compensation, time off, etc.).

- Participate in regular plant safety audits and contribute to improving the work environment.

Compensation and Benefits:

- Administer payroll processes, ensuring accuracy in pay, overtime, and bonuses.

- Manage employee benefit programs, including health insurance, retirement plans, and leave policies.

- Conduct compensation reviews to maintain competitive pay structures and offer guidance on salary negotiations.

Employee Engagement and Retention:

- Develop and implement employee engagement initiatives to improve morale and retention.

- Monitor employee satisfaction and conduct surveys or focus groups to identify areas for improvement.

- Organize recognition programs, team-building events, and initiatives aimed at boosting workforce engagement.

Employee Records and HR Administration:

- Maintain accurate employee records, including contracts, attendance, and performance documentation.

- Ensure compliance with all record-keeping laws and internal policies.

- Prepare and submit HR reports to senior management, highlighting key metrics such as turnover, absenteeism, and employee performance.

Labor Relations (if applicable):

- Manage labor relations, including union negotiations (if the plant is unionized), grievance handling, and dispute resolution.

- Ensure fair and consistent enforcement of policies to prevent labor-related conflicts.

- Support management in maintaining positive relationships with unions and complying with collective bargaining agreements.

Change Management:

- Lead HR initiatives during plant changes such as expansions, restructures, or workforce reductions.

- Communicate effectively with employees regarding changes in policies, procedures, or organizational structure.