LignoTech Florida
Human Resources Manager
LignoTech Florida, Fernandina Beach, Florida, United States, 32034
Job Type
Full-time
Description
Key Performance Areas Key Activities/Duties/Tasks Measures of Effectiveness/Success Talent Management Compensation and Employee Benefits Training and Development Compliance Workplace Safety •Ensures legal compliance by monitoring and implementing applicable federal and state requirements regarding human resource policies, procedures, reporting and records maintenance; also ensures compliance in conducting investigations; Consults legal counsel to ensure that policies comply with federal and state law; Represents the organization at hearings. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Prepares and submits government reporting.
•Leads, plans, organizes and controls all activities of the human resources department. Develops department and company-wide goals, objectives and systems. •Develops and maintains a human resources system that meets top management information needs. Establishes and maintains department records and reports; Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. •Maintains management guidelines by preparing, updating, recommending and implementing human resource policies and procedures; Prepares, maintains and revises the company's handbook; Responds to inquiries regarding policies, procedures, and programs.
•Leads recruitment effort for all exempt, nonexempt and temporary workers; writes and places advertisements; facilitates testing; works with supervisors to screen and interview candidates; counsels managers on candidate selection; conducts reference and background checking; extends job offers. •Leads, plans and conducts new employee onboarding and orientation, and ongoing employee engagement
•Annual goal setting and PLUS revie
communication(s) and initiatives to foster positive attitude toward Company vision, mission, values and goals. •Implements and monitors career-path and development program(s) and works with management to create structured and practical cross-training program(s) across all departments within the organization. Prepares employees for assignments by coordinating and/or conducting orientation and ongoing training programs. •Oversees and ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. •Advises/directs management in appropriate resolution of employee relations issues; Recommending new policies, approaches, and procedures. •Maintains the work structure by overseeing the updating of job requirements and job descriptions for all positions. •Analyzes wage and salary reports and data to determine competitive compensation plan. Manages and maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions to maintain compliance and equity within organization.
•Responsible for the preparation and processing of the bi-weekly payroll for all employees; Review and ensure accuracy of timesheets and compensation; Maintain employee records; Ensure that employee changes are entered correctly and made on a timely basis; Review changes for proper authorization; Maintain a proper document control system; Prepare month-end journals and reporting to the finance department; Process 401k funding; Handle the administration of the time-keeping system. •Manages benefits programs such as life, health, dental, LTD and STD insurance, retirement plans, paid time-off, leave of absence, tuition reimbursement, wellness and employee assistance. Administration to include: studying and assessing benefit needs and trends; recommending benefit programs to
management; claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness; designing and conducting educational programs on benefit programs. Keeps records of benefits plans participation, personnel transactions such as hires, promotions, transfers and terminations. •Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. •Writes directives advising department managers of Company policy regarding equal employment opportunities, compensation, and employee benefits. •Coordinates and directs management training in leadership, interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment. •Directs performance review program to ensure effectiveness, compliance, and equity within organization. •Manages and prepares budget of human resources operations; Analyzes and updates the company's salary budget. •Support management in implementation and facilitation of competency-based pay and development program. •Prepares employee separation notices and related documentation; conducts and analyzes exit interviews to determine reasons behind separations.
•Prepares and evaluates internal reports and results of initiatives (in relation to established goals) and recommends new approaches, and/or policies and procedures to effect continual improvements (i.e., recommend procedures to reduce absenteeism and turnover).
•Develops and directs succession planning and procedures for all company personnel. •Coordinates and contributes to monthly and quarterly staff update meetings to ensure effective and transparent communication across organization and among shift teams. •Writes and delivers presentations to corporate officers regarding human resources policies, practices and plant updates. •Conducts annual "Stay" interviews with employees to: monitor engagement, identify
Doc #: JD-MNG-HR-006 Rev: 03 March 2020 Page 4 of 6
opportunities of improvement and ensure employees feel supported.
•Leads administrative staff meetings and attends other meetings, such as seminars. •Contracts with outside suppliers to provide employee services, such as temporary employees, search firms, or relocation services. •Maintains company directory and other organizational charts. •Contributes to team effort by accomplishing related results as needed.
Requirements
•Recruiting
•Human Resources Management/HR Expertise
•Payroll Administration
•Benefits Administration
•Performance Management
•Communication
•Consultation
•Critical Evaluation
•Classifying Employees
•Employment Law
•Business Acumen
•Global & Cultural Awareness
•Leadership & Navigation
•Relationship Management
•Ethical Practice Minimum Requirements: •Bachelor's degree (B.A.) from four-year college or university and five years related experience and/or training; or equivalent combination of (nine years) education and experience. Preferred Qualifications:
•PHR or SPHR Certification preferred
Full-time
Description
Key Performance Areas Key Activities/Duties/Tasks Measures of Effectiveness/Success Talent Management Compensation and Employee Benefits Training and Development Compliance Workplace Safety •Ensures legal compliance by monitoring and implementing applicable federal and state requirements regarding human resource policies, procedures, reporting and records maintenance; also ensures compliance in conducting investigations; Consults legal counsel to ensure that policies comply with federal and state law; Represents the organization at hearings. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. Prepares and submits government reporting.
•Leads, plans, organizes and controls all activities of the human resources department. Develops department and company-wide goals, objectives and systems. •Develops and maintains a human resources system that meets top management information needs. Establishes and maintains department records and reports; Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records. •Maintains management guidelines by preparing, updating, recommending and implementing human resource policies and procedures; Prepares, maintains and revises the company's handbook; Responds to inquiries regarding policies, procedures, and programs.
•Leads recruitment effort for all exempt, nonexempt and temporary workers; writes and places advertisements; facilitates testing; works with supervisors to screen and interview candidates; counsels managers on candidate selection; conducts reference and background checking; extends job offers. •Leads, plans and conducts new employee onboarding and orientation, and ongoing employee engagement
•Annual goal setting and PLUS revie
communication(s) and initiatives to foster positive attitude toward Company vision, mission, values and goals. •Implements and monitors career-path and development program(s) and works with management to create structured and practical cross-training program(s) across all departments within the organization. Prepares employees for assignments by coordinating and/or conducting orientation and ongoing training programs. •Oversees and ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. •Advises/directs management in appropriate resolution of employee relations issues; Recommending new policies, approaches, and procedures. •Maintains the work structure by overseeing the updating of job requirements and job descriptions for all positions. •Analyzes wage and salary reports and data to determine competitive compensation plan. Manages and maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions to maintain compliance and equity within organization.
•Responsible for the preparation and processing of the bi-weekly payroll for all employees; Review and ensure accuracy of timesheets and compensation; Maintain employee records; Ensure that employee changes are entered correctly and made on a timely basis; Review changes for proper authorization; Maintain a proper document control system; Prepare month-end journals and reporting to the finance department; Process 401k funding; Handle the administration of the time-keeping system. •Manages benefits programs such as life, health, dental, LTD and STD insurance, retirement plans, paid time-off, leave of absence, tuition reimbursement, wellness and employee assistance. Administration to include: studying and assessing benefit needs and trends; recommending benefit programs to
management; claims resolution, change reporting, approving invoices for payment, annual re-evaluation of policies for cost-effectiveness; designing and conducting educational programs on benefit programs. Keeps records of benefits plans participation, personnel transactions such as hires, promotions, transfers and terminations. •Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional societies. •Writes directives advising department managers of Company policy regarding equal employment opportunities, compensation, and employee benefits. •Coordinates and directs management training in leadership, interviewing, hiring, terminations, promotions, performance review, safety, and sexual harassment. •Directs performance review program to ensure effectiveness, compliance, and equity within organization. •Manages and prepares budget of human resources operations; Analyzes and updates the company's salary budget. •Support management in implementation and facilitation of competency-based pay and development program. •Prepares employee separation notices and related documentation; conducts and analyzes exit interviews to determine reasons behind separations.
•Prepares and evaluates internal reports and results of initiatives (in relation to established goals) and recommends new approaches, and/or policies and procedures to effect continual improvements (i.e., recommend procedures to reduce absenteeism and turnover).
•Develops and directs succession planning and procedures for all company personnel. •Coordinates and contributes to monthly and quarterly staff update meetings to ensure effective and transparent communication across organization and among shift teams. •Writes and delivers presentations to corporate officers regarding human resources policies, practices and plant updates. •Conducts annual "Stay" interviews with employees to: monitor engagement, identify
Doc #: JD-MNG-HR-006 Rev: 03 March 2020 Page 4 of 6
opportunities of improvement and ensure employees feel supported.
•Leads administrative staff meetings and attends other meetings, such as seminars. •Contracts with outside suppliers to provide employee services, such as temporary employees, search firms, or relocation services. •Maintains company directory and other organizational charts. •Contributes to team effort by accomplishing related results as needed.
Requirements
•Recruiting
•Human Resources Management/HR Expertise
•Payroll Administration
•Benefits Administration
•Performance Management
•Communication
•Consultation
•Critical Evaluation
•Classifying Employees
•Employment Law
•Business Acumen
•Global & Cultural Awareness
•Leadership & Navigation
•Relationship Management
•Ethical Practice Minimum Requirements: •Bachelor's degree (B.A.) from four-year college or university and five years related experience and/or training; or equivalent combination of (nine years) education and experience. Preferred Qualifications:
•PHR or SPHR Certification preferred