Lincoln Electric Looking for Human Resources Generalist II at Coldwater, Ohio Full Time

Coldwater Machine Company, a subsidiary of Lincoln Electric, develops and delivers turnkey, automated solutions for OEM and Tier suppliers in the automotive, aerospace energy, appliance and other sectors.

Req. ID: 20430

Position Summary: The Human Resources Generalist is responsible for the effective implementation and monitoring of all phases of Human Resources programs, policies and procedures, included but not limited to compensation, benefits, recruiting and placement, organizational development, quality and training.

The Human Resources Generalist is responsible for the development, implementation and monitoring of all aspects of human resources such as compensation, payroll, employee benefits, employment practices, EEOC and Affirmative Action issues, federal and local labor laws and regulations. Duties also include personnel staffing issues, workers’ compensation and training programs and the Employee Assistance program. This person is responsible for payroll administration, maintaining the personnel records and responsible for the completion of specific work projects assigned by management.

The major challenges to this position are coordinating the objectives of the company with the demands of staff, vendors, and all departments; maintains high staff morale and identifies and resolves internal problems and protects the best interests of the company.

This person has the authority to recommend human resource policies and procedures; hire and terminate employees; to counsel employees; purchase equipment and services as approved by the budget; recommend organizational strategies to senior management.

Primary responsibilities

• Oversees the employee relations’ functions for company;
• Leads and executes HR-related strategic initiatives;
• Generates scheduled or requested HR reports to assist management;
• Directs, administers and/or supervises a comprehensive employee program to include recruiting, benefits, payroll, training, and other employee relations programs;
• Oversees all recruiting and hiring done within the organization;
• Responsible for the coordination, implementation and success of the internship program;
• Prepares employment related legal documents such as offer letters, employment agreements, and separation agreements;
• Works in partnership with managers with respect to hires, terminations, promotions, transfers, performance appraisals, training and development, and interpretation of organization’s policies for personnel;
• Provides guidance to managers on problems or concerns originating from work situations, work environment or job performance. Provides support and counseling to managers in the discipline and termination process;
• Assists with internal investigations related to ethics complaints, sexual harassment allegations, and policy/procedure violations;
• Responds to unemployment claims. Represents organization in hearings on legal proceedings;
• Works with legal counsel to represent or defend the organization in all employment related legal actions;
• Directs comprehensive wage and salary administration. Assists and advises managers in establishing job descriptions, salary ranges, and employment classifications (i.e., exempt vs. non-exempt);
• Directs performance review process. Reviews all performance reviews for thoroughness, accuracy and legal compliance. Ensures goals are measurable and consistent with position, department and organization’s strategic goals;
• Counsels employees on job related and personal problems;
• Remains current on changes within the legal, regulatory, economic, competitive, and technology environments, which may affect the human resource function. Ensures human resource materials are in compliance with applicable federal and state regulations. Disseminates information to keep management current regarding changes in laws, policies, procedures, and regulations affecting personnel, benefits, and salary administration; and
• Active in community events involving the organization and an overall good community steward

Benefits Administration

• Working with corporate benefits team on a variety of insurance programs and plan designs, insurance providers, plan options, employee costs and benefits;
• Coordination of annual open enrollment of benefits programs;
• Development and coordination of organization’s wellness program and other programs related to employee health/fitness;
• Assisting employees with questions and/or concerns relating to insurance plan benefits;
• Assisting employees with enrollment of eligible plans;
• Conducting of “Benefits Orientation” with new employees and/or other employees eligible for benefits;
• Record keeping necessary for FMLA;
• Record keeping necessary for Workers Compensation including first reports of injury; and
• Preparation for and response to any and all annual audits related to benefits

Payroll Administration

• Preparation, processing, and delivery of biweekly payroll and semi-monthly payroll;
• Inputting of permanent changes into employees’ Master File in the HRIS Software in a timely and accurate manner;
• Ensuring payroll files are downloaded and accurate on a biweekly basis;
• Maintenance of payroll files and response to payroll-related inquiries; and
• Communication with payroll provider to resolve payroll questions and/or changes

Employee Recruitment

• Maintaining update-to-date job descriptions;
• Logging and review of employment applications and resumes; filtering of resumes and applications to the appropriate managers;
• Actively participating in the use of CareerLinc to ensure current/appropriate information is posted timely;
• Response to phone calls concerning available job opportunities;
• Scheduling of interviews;
• Creation of new employee personnel folders; and
• Conducting of new employee orientations and onboarding process

Personnel Record Maintenance

• Input of information into HRIS Software and maintenance of HR spreadsheets;
• Responsible for data integrity;
• Maintains personnel files in compliance with applicable legal requirements
• Troubleshooting HRIS Software system issues;
• Filing of information/forms in personnel files; and
• Tracking of performance reviews

Miscellaneous

• Performing and tracking of exit interview information;
• Completion of employment verification forms regarding current and past employees;
• Completion of unemployment claim response form and timely submission to state unemployment division; and
• Completion and dissemination of annual update of the Employee Handbook

Qualifications required

• Bachelor’s Degree in Business or Human Resources preferred, or 5 years equivalent experience;
• In-depth knowledge and experience with a variety of HR issues including, recruitment, hiring, firing, discipline, coaching, mentoring, compensation, benefits, worker’s compensation, and FMLA;
• Knowledge of Federal, State and local laws pertaining to legal relations/employment law; Knowledge of current human resource practices and methods;
• Intermediate to advanced PC skills including Word, Excel, Outlook and other applicable software, with the ability to learn and adapt to new computer software within 90 days;
• Leadership – Exhibits confidence in self and others; Inspires and motivates others to perform well; effectively influences actions and opinions of others; Accepts feedback from others; Gives appropriate recognition to others
• Strategic Thinking – Develops strategies to achieve organizational goals; Understands organization’s strengths and weaknesses; Identifies threats and opportunities; Adapts strategy to changing conditions
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}.checkbox–small .checkbox__icon { height: 1rem; }]]>Professionalism – Approaches others in a tactful manner; Reacts well under pressure; Treats others with respect and consideration regardless of their status or position; Accepts responsibility for own actions; Follows through on commitments
• Interpersonal Skills – Focuses on solving conflict, not blaming; Maintains confidentiality; Listens to others without interrupting; Keeps emotions under control; Remains open to others’ ideas and tries new things
• Judgment – Displays willingness and ability to make decisions; Exhibits sound and accurate judgment; Supports and explains reasoning for decisions; Includes appropriate people in decision-making process; Makes timely decisions
• Planning/Organizing – Prioritizes and plans work activities; Uses time efficiently; Sets goals and objectives; Develops realistic action plans
• Managing People – Includes staff in planning, decision-making, facilitating and process improvement; Takes responsibility for duties and actions of direct reports; Makes self available to staff; Provides regular performance feedback; Develops skills of direct reports and encourages growth; Solicits and applies customer feedback (internal and external);
• Fosters quality focus in others; continually works to improve supervisory skills
• Quality – Demonstrates accuracy and thoroughness; Looks for ways to improve and promote quality; Applies feedback to improve performance; Monitors own work to ensure quality
• Oral Communication -Speaks clearly and persuasively in positive or negative situations; Listens and obtains clarification; Responds well to questions
• Language Skills – Ability to read, analyze and interpret governmental regulations; Ability to write reports, business correspondence and procedures/policies; Ability to effectively present information and respond to questions
• Diversity – Demonstrates knowledge of EEO policy; Shows respects and sensitivity for cultural differences; educates others on the value of diversity; Promotes harassment-free environment; Builds diverse workforce
• Ethics- Treats people with respect; Keeps commitments; Inspires the trust of others;
• Works with integrity; Upholds organization’s mission and values
• Personal Development – Assesses own strengths and weaknesses; Pursues training and development opportunities; Strives to continuously build knowledge and skills; Shares expertise with others
• Technical Skills – Exhibits advanced level of proficiency of Microsoft Word, Excel and Outlook
• Mathematical Skills -Ability to calculate figures and amounts with regards to payroll; Ability to apply concepts of basic algebra
• Reasoning Skills – Ability to solve practical problems and deal with variables in a variety of situations
• Able to work 40+ hours per week

Qualifications desired

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Performance standards

• Annual performance appraisal; and
• Attainment of annual goals established between supervisor and incumbent

Environmental, Health & Safety (EH&S)

• Understand the Company’s EH&S Policy and how it relates to this job;
• Be aware of OSHA & EPA laws and regulations as well as company rules and policies that pertain to this job;
• Work in a safe and environmentally friendly manner and observe all company EH&S procedures;
• Immediately notify the supervisor if there is any safety hazard, any equipment not operating correctly or if there are any questions regarding EH&S procedures; and
• Attend required EH&S training

Physical Demands and Work Environment

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Physical demands: Ability to sit for 3-4 hours at a time, ability to operate standard PC, ability to perform repetitive hand and finger motions, and ability to handle stress associated with position
• Work environment: Work is sedentary with frequent periods of walking through the facility. Hours may be irregular in order to meet the needs of staff members who work non-traditional hours. The noise level in the work environment is usually low to moderate; temperature in the assembly area may fluctuate with the seasons, as the production area is not air-conditioned

Qualified applicants will receive consideration for employment without regard to their race, color, religion, national origin, sex, protected veteran status or disability.

Lincoln Electric is a $2.5B publicly traded company (NASDAQ) with over 10,000 employees around the world. With operations in over 40 manufacturing locations in 19 countries, we are well positioned to continue this partnership and poised to grow with our customers.

As a part of that continuing legacy, you will contribute to a new generation of innovation and experience the pride that comes with being part of the solution to the world’s challenges. It is a great time to be part of the welding industry!

Lincoln Electric does not accept unsolicited resumes from third-party recruiters. Resumes submitted to any employee(s) of Lincoln Electric without a signed vendor agreement, by the Manager of Recruiting & Training, will become property of Lincoln Electric. Verbal or written commitments from any other member of Lincoln Electric will not be considered binding terms. Lincoln Electric will not pay a fee to any third-party recruiter that has not coordinated their recruiting activity through the Recruiting Department.

Employment Status: Salary Full-Time

EOE, including disability/veterans

• Nearest Major Market: Lima
• Nearest Secondary Market: Findlay
• Job Segment: Welding, Information Systems, Manufacturing, Technology