Human Resources Manager

A Brief Summary of This Position: This position is accountable for Human Resources support of assigned individuals within the Newberry and Estill, SC plants.  The Human Resource Manager's responsibilities will include recommending and implementing company policy, workforce planning, performance planning, succession planning, employee relations, training and development, and compensation and benefits. Some of the major challenges within this position are effectively (speed & quality) filling open positions, developing and maintaining HR policies that are effective for management of the Newberry & Estill workforce and are consistent with corporate objectives, handling lay-offs and terminations as well as maintaining an effective performance planning/management process. Additional responsibilities that can occasionally pose challenges are managing employee communications, developing and initiating effective training programs, maintaining compensation structure and administering annual increases fairly. The Human Resource Manager has a team that manage employee relations and disputes with the exception of those that result in legal action. Those that result in legal action should be escalated up to Regional HR Manager for further legal counsel. The incumbent is also accountable for integrating corporate and divisional objectives for HR Management. Essential Functions: Develops, provides and maintains the professional and technical plans, service and guidance to line managers on all Human resource issues in accordance with Corporate, legal, and local business policies and advises, proposes, develops and implements those Human Resource policies and programs necessary to support business growth and maintain a healthy work environment. Assures the effective utilization of Business Unit human resources by directing the implementation of sound human resource strategies and systems to attract, retain and motivate employees. Focuses on building a world-class organization by executing meaningful programs to ensure the strategic development of high potential talent through a viable succession planning process. Provides counsel and guidance to management regarding the company's Employee Relations climate and operating practices, enhancing effective and open communications and to foster a positive performance driven culture. Executes the Valmont administrative compensation system that has been designed at the corporate level.  Works with the manufacturing sites to determine appropriate production compensation levels as well as equitable benefit packages. Ensures that the company is in compliance with all applicable Federal, State, and local regulations relating to employment practices. Responsible for determining resource requirements, training needs, and internal control procedures that address relevant objectives. Make recommendations on controls, monitor their application with processes, and meet with senior management to report on the operation of internal control. Maintain the appropriate professional competencies and evaluate the capacity, staffing levels, and competency of the functional area's personnel. Accountable to management team for responsibilities in internal control. Attend career fairs, college/university events and trade shows. Coordinate and directly oversee work of all HR team members reporting to you. Develop standards and assures adherence. Development of the team's time-management skills. EEO/AAP/OFCCP compliance. Required Qualifications of Every Candidate (Education, Experience, Knowledge, Skills and Abilities): A Bachelor's degree Seven years of experience in an HR role carrying out labor law compliance regulations including applicable federal and state HR laws, regulations, amendments and more significant court decisions, specifically, the Civil Rights Acts of 1964 and 1991, Employee Selection Guidelines, Vietnam Era Veterans' Readjustment Assistance Act, Rehabilitation Act,  American with Disabilities Act, Relevant Executive Orders 11246 and 13021, Age Discrimination in Employment Act,  Fair Labor Standards Act, Equal Pay Act, National Labor Relations Act, and WARN Act Three years of experience recruiting, on-boarding, and exiting employees including a strong understanding of recruiting techniques and assessment of selection processes (interviewing, work sampling, testing, background screening, employment negotiation skills, work contracts, applicant data keeping) Knowledge of group benefit plans and how open enrollment for benefits is carried out and regulated Experience working with timekeeping and compensation plans for both exempt and non-exempt employees Experience with Employee Relations (E.R.), dispute resolution, grievance documentation and litigation avoidance A strong working knowledge of Microsoft Word, Excel, and Outlook Three years of experience in a managerial or supervisory role managing direct reports Seven years of experienceworking with a major, non-proprietary HRIS system Ability to travel up to 10%, including overnights Highly Qualified Candidates Will Also Possess These Qualifications: Employee relations knowledge with experience in union awareness programs Compensation and benefits administration Talent Acquisition Management  Organizational development skills A strong HRIS systems background, Applicant Tracking, and Time and Labor A basic knowledge of Microsoft Access including loading, and reporting out The ability to intervene in disputes between department managers while maintaining a cooperative working relationship with both Cooperate HR and the HR Management of other Valmont segments Passion and integrity with the drive to excel and deliver exceptional results R4872
Salary Range: NA
Minimum Qualification
8 - 10 years

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