Plant HR - Dy Manager/Manager

Role & responsibilities

• Workforce Planning: Collaborate with plant leadership and department heads to forecast staffing needs based on production requirements.
• Recruitment: Lead the recruitment process for plant employees, from posting job openings to sourcing, interviewing, and hiring candidates for various plant positions (e.g., machine operators, technicians, supervisors).
• Onboarding: Oversee the onboarding process for new hires, including completing all documentation, introducing them to the company culture, and ensuring they are trained and equipped for their roles.
• Temporary & Seasonal Staffing: Manage hiring needs for temporary workers, particularly during peak production times.
• Employee Communication: Act as the primary point of contact for employees regarding HR-related inquiries or concerns. Maintain open communication channels between workers and management.
• Conflict Resolution: Address and resolve workplace conflicts, mediating disputes and implementing corrective action where necessary.
• Employee Engagement: Develop programs to improve employee morale, satisfaction, and retention. This may include employee recognition programs, feedback surveys, and events.
• Grievances & Complaints: Handle employee grievances and complaints in accordance with company policies and labor laws.
• Legal Compliance: Ensure the plant adheres to all local, state, and federal labor laws, including health and safety regulations, wage laws, and workers' rights.
• Appraisals & Evaluations: Implement and manage performance management systems, including annual reviews, feedback sessions, and goal-setting for plant employees.
• Disciplinary Action: Develop and enforce policies regarding performance issues, attendance, and conduct, including the management of employee discipline and corrective actions when necessary.
• Employee Development: Identify training and development needs, design career development plans, and support training programs to enhance skills, productivity, and employee engagement.
• Training Programs: Develop and implement training programs related to safety, operations, quality control, leadership, and other necessary skills specific to the plants functions.
• Shift Management: Coordinate and manage work shifts, ensuring the plant operates effectively without under- or over-staffing.
• Absenteeism Management: Track attendance patterns and address absenteeism issues by investigating root causes and implementing corrective actions if necessary.
• Data Management: Maintain accurate employee records and manage HR databases, ensuring all data is up-to-date and complies with regulatory requirements.
• Employee Offboarding: Oversee the exit process for employees leaving the plant, conducting exit interviews to understand reasons for turnover, ensuring proper documentation, and managing the return of company property.