Stoughton Trailers, LLC Looking for Manager – Human Resources (Woodway, TX) at Woodway, Texas Full Time

As a strategic partner, the HR Manager collaborates with leadership in achieving alignment of our people and business objectives; advocates for overall organizational effectiveness; provides transitions leadership; and promotes our employee value proposition

Essential Duties and Responsibilities

• Collaborate with leadership in achieving alignment of people and business objectives.
• Consult and maintain productive relationships with leadership by:

  • Conducting regular meetings with respective department/plant leadership.
  • Working with leadership and staff to implement effective transitions including the separation and exit interview process.
  • Consulting with management to provide human resource guidance when appropriate.
  • Providing performance management guidance to management (coaching, counseling, career development, disciplinary actions).
  • Working closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Identifying training needs for department/plant(s) and individual leadership coaching.

• Provide assistance with talent management, recruitment, and organizational design and structure by:

  • Promoting the Company’s employee value proposition internally and externally.
  • Assisting leadership in the identification of new roles, evaluation of talent, and sourcing new talent for key roles working with and through the Talent Acquisition Team.
  • Providing guidance and input on division restructures, workforce planning and succession planning.

• Analyze, measure, and develop solutions by analyzing trends and metrics in partnership with the broader HR team and developing solutions, programs, and policies.
• Manage and resolve complex employee relations issues by conducting effective, thorough, and objective investigations and providing advice to management.
• Interpret and advise management on legal and internal employment law and policies by:

  • Maintaining in depth knowledge of legal requirements related to day-to-day management of employees.
  • Reducing legal risks and ensuring regulatory compliance by partnering with internal and external legal counsel as needed/required.
  • Providing human resources policy guidance and interpretation.

• Model effective communication by serving as an effective communicator across the organization.
• Conduct new employee orientation and ensure a positive employee experience through onboarding.
• Manage unemployment claims including attendance at hearings as appropriate.
• Manage plant uniform program.

Above is a list of the most important responsibilities and functions, which are essential to the position.  Employees must be able to perform these essential functions satisfactorily with or without a reasonable accommodation.  Accommodations will be evaluated and provided to eligible employees on a case by case basis, depending on the employee’s medical restrictions, work availability, the nature of the position, the position’s essential functions and other relevant factors.

Qualifications

• Education: Undergraduate degree in Human Resources, Business Administration or related field or commensurate experience.

  • Experience in a manufacturing setting is preferred.
  • 2-5 years’ experience as a HRBP or in a different discipline of HR.
  • 2+ years managing people.

• Licenses/Certifications:

  • SHRM (SHRM- CP or SHRM-SCP or HRCI (PHR or SPHR) Certification is preferred.

• Knowledge, Skills, & Abilities:
• Commitment to excellence in customer service and other Company values.
• Strong consulting and interpersonal skills including, the ability to develop strong, trusting relationships to gain support and achieve results and to take initiative and identify client needs and make recommendations for implementation.
• Strong conflict management and negotiation skills.
• Business literacy including the ability to effectively envision, develop, and implement new strategies to address competitive, complex business issues.
• Ability to work as an effective team member with staff at all levels and departments throughout the Company.
• Familiarity with e-mail and calendaring, presentation, database, flowchart, data management, applicant tracking, and human resources information systems and applications or the willingness and the ability to gain promptly (Microsoft Outlook, PowerPoint, and Access; Visio; Kronos Workforce Ready, Time and Attendance, and applicant tracking system preferred).
• Excellent organizational skills, including the ability to effectively handle multiple priorities simultaneously and the flexibility and ability to quickly adapt to changes.
• Flexibility to work the number and schedule of hours needed to accomplish regular and ad hoc job responsibilities.

• Core Competencies:

• Ability to work independently and to establish, monitor, and achieve goals with minimal supervision.

• Excellent listening and verbal communication skills, including the ability to communicate effectively, persuasively, and tactfully with diverse individuals and groups; facilitate and provide effective training; coach; elicit important information; and gain agreement when appropriate.
• Excellent written communication skills, including the ability to clearly, concisely, and persuasively compose correspondence, narrative reports, informational articles, guidelines, procedures, training materials, and job aids for internal and external audiences that effectively persuade, inform, and/or convey intended messages using appropriate structure, grammar, word usage, and tone.
• Excellent independent problem solving and decision-making skills, including appropriate problem identification, research and analysis, idea generation, and implementation of resolutions.

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)