Human Resources Manager

Allen Distribution; Pennsylvania; On-site; USD 70,000 - 90,000; Full time

Job summary

Allen Distribution is seeking a Human Resource Manager in Mechanicsburg, PA. The role requires overseeing HR functions, managing recruitment processes, and ensuring compliance with employment laws. Ideal candidates should possess previous HR experience, knowledge of employment laws, and the ability to maintain confidentiality. The position is full-time with a focus on supporting company-wide HR initiatives and providing guidance in sensitive situations.

Qualifications

• Ability to maintain confidentiality.
• Previous HR Generalist experience or education in HR field.
• Knowledge of employment laws and compliance issues.
• Ability to work independently on multiple projects simultaneously.

Responsibilities

• Lead and direct functions of the Human Resources department.
• Oversee full life cycle of hiring processes.
• Assist employees with benefit enrollment.
• Maintain onboarding tasks for new hires.
• Partner with leadership on HR strategies.

Skills

Confidentiality

Previous HR Generalist experience

Knowledge of employment laws

Project management

Job description

Job Title: Human Resource Manager

Department: Human Resources

Reports To: Vice President, Human Resources

Position Type: Full Time Exempt

Travel Required: Yes

Seeking Base Location: Mechanicsburg, PA

Purpose of Position

To lead and direct routine functions of the Human Resources department including hiring and interviewing staff, administering pay, benefits, leave, and enforcing company policies and practices.

Values and Business Practices

• Customer First – We deliver on what we promise to our customers with a positive attitude.
• We treat everybody with respect and dignity.
• We operate with high business ethics.
• We are a good corporate citizen.
• We value our professional relationships.
• We strive to have a “Continuous Improvement Culture”.
• We are committed to the safety of our employees and our equipment/facilities.

Company Expectations

Our expectation is that all employees, customers, vendors will perform in a manner that will ensure long term success.

Flexibility

Works the hours needed to support the business goals (including overtime, weekends and holidays). Remains open-minded, performs a wide variety of job tasks, transitions from task to task effectively (multi-task).

Reliability

Always present and punctual; arrives prepared for work. Completes work in a timely, accurate and consistent manner. Plan and schedule your time off in advance with your supervisor or manager. Avoid unscheduled days off which will result in attendance points.

Attitude

Maintains a “Whatever it Takes” attitude. Lives by company stated values and inspires others.

Willingness to learn

Approaches new tasks with an interest to learn. Has the ability to learn techniques as job task requirements change.

Initiative

Seeks out additional work when job tasks are completed. Goes above and beyond required tasks. Participate in pre-shift meetings and department meetings.

Quality of Work

Maintains high standards despite pressing deadlines. Produces accurate, thorough and professional work.

Understands the importance of “Only Handle It Once – OHIO”, by completing work correctly the first time.

Follows directions

Follows all written and verbal instructions provided by management, project leader, etc…

Communication

Shares all information in a professional and factual manner ensuring the best decisions are made for the company. Report all issues to your manager/supervisor.

Appearance

Maintains an appropriate appearance and dresses in accordance with the established dress code guidelines to your respective position.

Position Expectations

Recruiting

1. Oversee full life cycle of both exempt and hourly level positions.
2. Maintain Open Positions Report for region and partner with Distribution Directors on talent acquisition initiatives.
3. Partner with VP of HR to implement processes to support company wide recruiting initiatives.
4. Organize and facilitate initial forklift assessment.
5. Assist with the conversion of temporary agency employees to company hires.
6. Prescreen candidates for positions in region. Schedule in person interviews with managers.

Benefit Administration

1. Assist employees with benefit enrollment process, i.e. new hire, family status change, etc.
2. Respond to all benefit questions/inquires within 24 hours and follow up to ensure satisfaction.

On Boarding

1. Maintain Onboarding tasks in UKG for region.
2. Prepare New Hire Orientation Packets.
3. Implement Week One Training.
4. Present New Employee Orientation to new hires on Day 1 of employment.
5. Facilitate and/or execute follow up with new hires at 24 hours, at the two-week mark, at the end of 30 days, at the end of 60 days, and at the end of 90 days.
6. Ensure completion of e-Verify and all state and federal requirements of newly hired employees.

HR Administration

1. Partner with members of executive leadership to understand and execute the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
2. Provide support and guidance to HR Generalists, management and staff when complex, specialized, and sensitive issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
3. Partner with Recruiting Manager to manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with distribution center leaders to understand skills and competencies required for openings.
4. Partners with VP of Human Resources in analyzing trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
5. Creates learning and development programs and initiatives that provide internal development opportunities for employees.
6. Oversees employee disciplinary meetings, terminations and investigations.
7. Manage Performance Process with all exempt level and hourly employees which includes, 45 and 90 day reviews, annual reviews, and merit reviews.
8. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
9. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment laws.

In no instance should the duties, responsibilities, and requirements outlined be interpreted as all inclusive. Additional functions and requirements may be assigned. This form may be revised due to business necessity

Requirements

Position Competency

1. Ability to maintain confidentiality.
2. Previous HR Generalist experience or education in HR field.
3. Knowledge of employment laws and compliance issues.
4. Ability to work independently on multiple projects simultaneously.