Reporting to the VP of HR the Senior HR Manager is responsible for providing leadership and support to the functional areas of human resources including but limited to recruiting, onboarding, benefits, employee relations, performance management and training.
Serves as a strategic and tactical business partner to our South management teams.
Essential Job Duties and Responsibilities:
•Support the South Business Units, located throughout in North Carolina and Georgia.
•Develop relationships with Leadership team in order to provide guidance on business planning, employment laws, human resources practices, and related workforce issues that could impact business continuity or operations.
•Build, lead and develop a team of HR professionals to support the needs of the South business units.
•Administer policies, programs, procedures, and guidelines to help align the strategic goals of the company.
•Provide coaching to managers relating to performance management, including tracking feedback and the development of disciplinary documentation.
•Employee relations management including one-on-one coaching, conducting workplace investigations and mediating conversations.
•Ensure timely completion of performance and compensation reviews for the business units.
•Responsible for building strong employee and union relations.
•In concert with leadership, build and drive a people-first culture that aligns to PremiStar's values.
•Work with functional experts in recruiting and benefits to address the needs of employees and managers.
•Lead the compliance with all existing governmental and labor legal requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), which includes managing leaves, EEO-1 reporting and other federally required reporting.
•Partner with Corporate Safety Manager as needed to ensure safety compliance and assist with workers comp claims.
•Responsible for ensuring maintenance of employee files and associated records in accordance with all state and federal requirements.
•Responsible for weekly reporting of employee headcount and monitor turnover.
•Performs other duties as assigned.
Required Education/Experience:
•Bachelor's degree in human resources, Business Administration, or related field.
•Minimum 7 years of progressive Human Resources experience.
•SHRM/CP or PHR certification a plus.
•Union experience a plus.
•Field experiences partnering with leaders and teams across multiple sites.
Competencies:
•Ability to communicate effectively, both orally and in writing
•Attention to detail and ability to work independently
•Organized with the ability to multi-task in a fast-paced environment
•Excellent organizational and time management skills
•Personal computer skills, strong typing ability and knowledge of Microsoft Office
Physical Demands
This is largely a sedentary role; however, some filing is required.
This would require the ability to lift files, open filing cabinets and bend or stand as necessary.
Work Environment
This job operates in a professional office environment.
This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines.
Reasonable Accommodation
Reasonable accommodations will be made to enable individuals with disabilities to perform the essential job functions unless doing so will present an undue hardship on the Company's business operations.
Other Duties
Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job.
Duties, responsibilities and activities may change at any time with or without notice.
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)