Sr. Manager, Human Resources (large manufacturing plant)

Intermedia Group, Inc.; Broken Bow (NE); On-site; USD 145,000 - 150,000; Full time

Benefits offered by this job

Relocation assistance

Interview travel reimbursement

Job summary

Intermedia Group Inc. is seeking a Sr. Manager, Human Resources for a large manufacturing plant in Broken Bow, NE.

The role reports to the Director of HR and partners with Plant Leadership to implement HR processes, programs, and leadership practices that drive organizational effectiveness and associate development. Key responsibilities include executing HR processes with the Plant Leadership Team, guiding talent management, recruitment, and succession planning, and coaching managers to improve

Qualifications

• Bachelor’s degree in HR, Business, Psychology or related field.
• 8–10 years’ HR experience in large, matrixed environment.
• Experience with compensation, benefits, and compliance.
• Diversity initiatives and AAP experience preferred.

Responsibilities

• Partner with Plant Leadership Team to execute annual HR processes (planning, succession, performance, compensation).
• Lead HR practices deployment: talent management, recruitment, onboarding, employee relations.
• Coach managers on leadership, development, and organizational design.
• Ensure compliance with EEOC, AAP, and company policies.

Skills

HR Leadership

Talent Management

Employee Relations

Coaching

Staffing and Recruitment

Performance Management

Education

Bachelor's degree in HR, Business, Psychology

Master’s degree in Business or HR

Job description

Sr. Manager, Human Resources (large manufacturing plant)

OPEN JOB: Sr. Manager, Human Resources (large manufacturing plant)

LOCATION:Broken Bow, Nebraska

**Relocation Assistance Available

**Interview Travel Reimbursed

BASE SALARY: $145,000 to $150,000

INDUSTRY:Manufacturing

Overview

• The role will report to the Director, HR, and will provide strategic HR support for the manufacturing facility.
• This position works closely with the Plant Leadership Team and Plant HR Team to ensure the implementation of human resources and leadership practices, processes, and programs that enhance organizational effectiveness and associate development.
• As a member of the HR team, the role will collaborate on the design, development, introduction, and integration of HR processes, practices, programs, and initiatives that contribute to both individual and company success.

Responsibilities

• Partners with the Plant Leadership Team (PLT) to ensure an effective execution of all primary annual Human Resources processes for the business, i.e., Human Resources and Succession Planning, Performance Management and Development Planning, Compensation Planning.
• Identifies organizational needs and leads local efforts to ensure effective definition, deployment and training around all business-specific and HR practices, which incorporates clear accountability for HR, Leadership Team members, People Managers, and other Support Associates. Sample practices include: Talent Management, Organizational Capability and Capacity Analyses and Planning, Recruitment and Selection, Positive Employee Relations, Associate Engagement, Diversity Awareness, Associate Communications, Headcount management and requisition processing, New Associate On-Boarding, Compensation and Benefits Administration.
• As a member of the Plant Leadership Team, provides coaching in Destination/Vision/Mission and Business Planning, Talent Management and Succession Planning, Organizational Design and Development, Competency Analyses, Employee Relations, Staffing and Selection, Training and Development, Coaching, Leadership Development, Team Development, HR services delivery, Compensation and Benefits planning and administration and Associate Engagement.
• Consults with managers on organizational structures, roles & responsibilities, staffing levels, etc.
• Works with Plant Manager to design and evaluate effective staffing models. Manages change, as needed, when business needs require modifications to established models.
• Coaches managers and supervisors at all levels, providing timely and constructive feedback to help them improve their leadership effectiveness.
• Identifies retention issues and recommends creative solutions to address them.
• Assists leadership to create work environments & reward systems that keep the associates stimulated and the team and organization productive.
• Consults with AccessHR on recommendations for critical disciplinary action, ensuring consistency with Company policies and practices.
• Works with the Talent Acquisition team and hiring managers to effectively & efficiently identify and fill vacancies with high caliber associates at competitive wages.
• Consults hiring manager on AAP-related goals that affect recruitment activity.
• Overall responsibility for the Year-End Compensation Planning process.

Performance Management

• Assists managers with all aspects of the annual performance management and development process.
• Partners with AccessHR to provide managers with training and coaching on documentation practices for all performance levels. This includes ensuring consistency in criteria for exceptional performance, providing appropriate supporting information for marginal or below expectations, and creating connected Development Plans to address weaknesses and utilize strengths.

Legal & Compliance

• Serves as the site’s Equal Opportunity Employment manager, assuring compliance with all EEOC requirements.
• Coordinates the annual AAP update, assuring Plant Leadership is aware of areas of underutilization and goals for the fiscal year.
• Works with Legal Counsel to assure all policies and practices are written fairly and are compliant with all legal requirements.
• Ensures compliance with company and government requirements including, BD Ethics Policy, EEO, AAP, etc.
• Identifies training needs for the site and secures appropriate resources to conduct training, which may include conducting training courses.
• Responsible for all local policy development/implementation.

Qualifications

• Bachelor's degree in HR, Business, Psychology or a related field required.
• 8-10 years’ experience in the field of HR required, with a strong knowledge of all HR functions as key business levers.

***Will consider minimum of 5 years of experience if candidate has a Master’s degree in Business or Human Resources.

• Experience managing non-exempt and exempt staff required.
• Experience working in large complex environment and matrixed organization is a must.
• Extensive HR client experience preferred. Total experience to include project and process leadership responsibility.
• Experience supporting a diverse client group including clients ranging from non-exempt to professional business functions.
• Proven experience working with others in the process of restructuring an organization (organizational design).