At Spectrum Control, most departments operate on a 4-day, 10-hour work schedule in exchange for a 3-day weekend. We offer competitive wages and PTO, plus our benefits begin on day 1 of employment. Come join a workforce where we put you first!
JOB SUMMARY: The Human Resources (HR) Manager is an integral partner on the site leadership team. Key responsibilities include proactive development, facilitation, implementation, maintenance and improvement of HR and site processes and initiatives within the framework of corporate requirements. The successful candidate will have experience with guidance and direction for all matters pertaining to compliance, employee relations, onboarding, talent management, workforce planning and organizational development.
ESSENTIAL JOB FUNCTIONS:
- Provides leadership and coaching support for management and staff regarding all employment related issues.
- Facilitates the full life cycle of an employee from onboarding to termination.
- Coordinate with APITech Managers and Talent Acquisition to determine hiring needs and ensure proper staffing.
- Assist with response to EEOC, DOL and unemployment claims.
- Maintain awareness of morale and culture within the site, suggest options to ensure positive and effective team environments.
- Collaborate with colleagues in the HR function to ensure programs and processes are aligned and well communicated.
- Establish trust through transparent dealings, personable approach and maintaining confidentiality in all matters.
- Monitors metrics; identifies action plans where needed to improve outcomes.
- Be an ally for diversity and inclusion initiatives.
- Provides guidance and input on workforce planning.
- Manages complex and challenging HR projects cross-functionally.
- Participates in regular staff meetings and attends other departmental meetings as necessary.
- Ensures compliance with State and Federal laws and regulations; reviews and keeps informed about recent and changing employment related laws, guidelines and trends and recommends changes in policy/procedures.
- Acts as liaison between HR and employees for HR systems, vendors and processes.
QUALIFICATIONS:
- BA/BS in Human Resources Management; Business Management; Labor Relations or other relevant studies.
- 5 - 10 years of site-level HR management experience.
- Knowledge of current State and Federal Wage, Employment Laws and HR policies and procedures for various states or ability to quickly research applicable State laws.
- Experience in manufacturing environment, preferably in defense, aerospace, or industrial industries.
- S/PHR or SHRM certification preferred.
- Must be able to travel up to 25%.
ESSENTIAL SKILL REQUIREMENTS:
- Knowledge of required tasks and responsibilities.
- Excellent written and verbal communication skills.
- Effective problem-solving and critical thinking.
- Leadership and coaching capabilities.
- Detail-oriented with excellent organizational skills.
- Analytically driven.
- Strong empathy and interpersonal skills, with the ability to communicate sensitive and confidential matters effectively to all levels.
- Ability to maintain strict confidentiality, to manage the administrative processes of an HR department, and to identify problems requiring escalation.
- Advanced skills with Office suite of products and communication tools; proficiency with UltiPro or other Human Resource Information Systems (HRIS).
WORK ENVIRONMENT: Manufacturing Site
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)
Third-Party Recruiters
Please note, that per Spectrum Control Policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our values and expectations. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that Spectrum Control will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person or entity. If you or your agency are interested in becoming an approved vendor please contact scirecruiting@am.spectrumcontrol.com.