Purpose
The Human Resources Manager plans, coordinates, and facilitates the business partner functions of the subsidiary. Responsible for compliance, policies and procedures, employee retention, employee recognition, performance management, FMLA/leave management, and employee relations, the Human Resources Manager serves as a strategic partner to the management team. Consulting with leadership on employee initiatives and strategic planning, the HR Manager serves as a moderator between management and its employees.
Responsibilities
- Serve as one of the primary points of contact for employee relations issues; provide guidance and support on conflict resolution
- Investigate and resolve workplace conflicts, complaints and grievances; escalate matters to senior HR leadership as needed
- Ensure policies and procedures are in compliance with applicable local, federal and state labor laws and regulations
- Create/develop and maintain processes, procedures and best practices for the HR functions for the business unit; provide necessary recommendations on process improvement
- Partner with the management team on employee performance issues
- Develop and implement HR strategies and initiatives aligned with the overall business strategy
- Manage performance management processes to ensure consistency, fairness and best practice
- Lead and support initiatives to enhance employee engagement and satisfaction
- Manage the exit interview and stay interview processes; analyze data collected and prepare/summarize reporting for the leadership team
- Support current and future business needs through development, engagement, motivation, and preservation of human capital
- Develop and monitor HR strategies, systems, tactics, and procedures
- Serve as a culture champion by fostering a positive and productive working environment
- Report HR metrics to senior management as necessary, and provide guidance/decision support to achieve business objectives
- Starting job duties on time, staying on the job throughout the assigned shift to complete duties properly, and attending all scheduled meetings and appointments
- Maintain a working knowledge of FDA 21 CFR 1271, FDA 21 CFR 820, AATB standards, ISO Standards, cGMP/CGTP, other relevant regulations/standards, and internal organizational policies and standard operating procedures
- Provide constructive feedback and guidance to support development of leadership and employees
- Identify gaps and needs for continuous improvement; effectively communicate recommendations to HR leadership
- Manage, guide and coach direct report(s); conduct performance reviews and deliver effective and constructive feedback as needed
- Participate in the recruitment, interviewing, and selection of other team members
- Travel domestically up to 10% to attend offsite meetings, conferences, and support business initiatives
- Maintain acceptable attendance and punctuality for scheduled work hours and meetings
- Ensure completion of assigned tasks and responsibilities within defined timeframes
- Flexibility to work outside of normal business hours during weekdays or weekends with reasonable advance notice to support business/operational needs when necessary
- Perform other duties as assigned
Skills
- Ability to work independently and in a team environment
- Excellent written and verbal communication
- Ability to maintain discretion, sensitivity and confidentiality
- Ability to multi-task and prioritize in a fast-paced environment
- Ability to anticipate and solve problems
- Ability to lift up to 25 lbs
- Adherence to all safety, regulatory, and quality requirements
- Ability to meet tight deadlines
- Proficiency in Microsoft Office
- Ability to effectively lead and influence others
- Ability to act with integrity
- Excellent attention to detail, time management and organization
Qualifications/Requirements
- Bachelor’s degree in human resources management or related field, from an accredited college or university required
- At least 5 years of progressive experience in human resources, including demonstrated leadership responsibilities, required
- Additional relevant work experience may be substituted for the degree requirement on a year-for-year basis
- PHR, SPHR, SHRM-CP or SHRM-SCP preferred
- Clearance of favorable background investigation required
