PEPL
Overview
PEPL has been engaged to place an HR Manager who will serve as the lead Human Resource Business Partner in a unionized manufacturing facility in the Norcross, GA area. The HR Manager will lead key HR strategic and operational initiatives that include employee and labor relations, recruitment, training, performance management, and employee development. This role will report to the Plant Manager and have a dotted line to the Corporate HR Director. Integral to the position is Labor Relations/HR consultation to the plant manager and plant leadership team. Responsibilities
Partner with the leadership team 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. Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborate with departmental managers to understand skills and competencies required for openings. Partner with leaders on employee engagement action plans and activities to continuously improve the employee experience. Resolve workplace disputes and conflicts promptly to minimize disruptions. Create and conduct training to strengthen knowledge and skills for future development opportunities. Provide guidance for performance management scenarios, including disciplinary actions and other employee-related decisions. Analyze labor-related metrics, such as grievances, disciplinary actions, and employee turnover, to identify trends and areas for improvement. Key member of the global HR team implementing local and corporate initiatives. DEI&B, resource networks, culture, and community involvement. Other duties and projects as assigned. Labor Relations Requirements
Act as the primary liaison and facilitate effective communication and resolution of issues between employees, union representatives, and management. Lead or participate in union negotiations, including drafting and implementing collective bargaining agreements (CBAs). Lead or participate in mediations and arbitration hearings. Provide input on economic and wage data in preparation for negotiations. Anticipate and mitigate potential labor disputes and work stoppages. Maintain compliance with federal, state, and local employment laws and regulations, CBA, and recommended best practices; review policies and practices to maintain compliance. Qualifications
Bachelor’s degree in human resources, Labor Relations, or a related field. Advanced Degree, MBA a plus. SPHR, SHRM, or related human resource certification preferred. 7 years’ experience in human resources with at least 3+ years’ labor relations experience in a union environment. Strong negotiation and conflict resolution skills. Extensive knowledge of Federal, State, and Local laws pertaining to employment and labor. Must be able to interact effectively with all levels of employees. Strong organizational skills and the ability to multitask in a fast-paced environment are essential. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization\'s HRIS and talent management systems. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries
Manufacturing
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PEPL has been engaged to place an HR Manager who will serve as the lead Human Resource Business Partner in a unionized manufacturing facility in the Norcross, GA area. The HR Manager will lead key HR strategic and operational initiatives that include employee and labor relations, recruitment, training, performance management, and employee development. This role will report to the Plant Manager and have a dotted line to the Corporate HR Director. Integral to the position is Labor Relations/HR consultation to the plant manager and plant leadership team. Responsibilities
Partner with the leadership team 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. Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborate with departmental managers to understand skills and competencies required for openings. Partner with leaders on employee engagement action plans and activities to continuously improve the employee experience. Resolve workplace disputes and conflicts promptly to minimize disruptions. Create and conduct training to strengthen knowledge and skills for future development opportunities. Provide guidance for performance management scenarios, including disciplinary actions and other employee-related decisions. Analyze labor-related metrics, such as grievances, disciplinary actions, and employee turnover, to identify trends and areas for improvement. Key member of the global HR team implementing local and corporate initiatives. DEI&B, resource networks, culture, and community involvement. Other duties and projects as assigned. Labor Relations Requirements
Act as the primary liaison and facilitate effective communication and resolution of issues between employees, union representatives, and management. Lead or participate in union negotiations, including drafting and implementing collective bargaining agreements (CBAs). Lead or participate in mediations and arbitration hearings. Provide input on economic and wage data in preparation for negotiations. Anticipate and mitigate potential labor disputes and work stoppages. Maintain compliance with federal, state, and local employment laws and regulations, CBA, and recommended best practices; review policies and practices to maintain compliance. Qualifications
Bachelor’s degree in human resources, Labor Relations, or a related field. Advanced Degree, MBA a plus. SPHR, SHRM, or related human resource certification preferred. 7 years’ experience in human resources with at least 3+ years’ labor relations experience in a union environment. Strong negotiation and conflict resolution skills. Extensive knowledge of Federal, State, and Local laws pertaining to employment and labor. Must be able to interact effectively with all levels of employees. Strong organizational skills and the ability to multitask in a fast-paced environment are essential. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite or related software. Proficiency with or the ability to quickly learn the organization\'s HRIS and talent management systems. Seniority level
Mid-Senior level Employment type
Full-time Job function
Human Resources Industries
Manufacturing
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