Regional Human Resources Manager

The Regional Human Resources Manager will report directly to the Director of Human Resources. The Regional HR Manager will also provide interpretive advice on company policies and government policies while monitoring and maintaining compliance with all federal, state, and local regulations, department budgets, and company policies and procedures. This position will also be required to advise managers on human resources policies and procedures as needed. This position will require some travel and have oversight to multiple plants. Responsible for working with managers and employees in coordinating employee and labor relations efforts. Working with the Director HR ISP to administer and control plant grievance/employee complaint procedures in such a manner to ensure compliance with the Labor Agreements. Manage NLRB, EEOC, ADA complaints. Support, advise, and counsel on leadership development and strategic workforce planning initiatives. Consult with management on employee performance, employee conduct, and general employee and labor relations issues to ensure that the Company’s expectations are being met, while maintaining open communication between employees and management. Provide guidance relative to the progressive discipline process and escalate as appropriate up to and including the coordination of involuntary employee separation; ensure that a balanced but consistent approach is taken in the application of discipline. Provide recruiting and staffing support for assigned plants including managing all aspects of job fairs when appropriate. Perform various projects and other Human Resources employee-related activities, as required. Maintain knowledge of Human Resources policies and procedures, laws and regulations, industry trends and developments to ensure accurate information is being communicated throughout the company. Act as a single point of contact to advise and counsel all levels of management on day-to-day Human Resources issues. Additional duties as assigned. Bachelor’s Degree or relevant years of experience PHR/SPHR certification is a plus Minimum five (5) years’ general Human Resources experience Have experience in grievance procedures, either as a member of management or as a member of a union committee Have union, contract negotiation experience, either as a member or member of the union committee/negotiations team Have experience in arbitration, Wage/Hour hearings, and Unemployment hearings Experience supporting business and staff functions such as sales and finance Must be capable of bringing groups of people with widely convergent views to consensus Demonstrated ability to work autonomously with limited direct supervision Must be capable of dealing with outside organizations including NLRB, EEOC, etc. Knowledge of principles/methods in employee/labor relations, basic compensation, staffing/recruiting, safety, and training and development. Knowledge of the various regulatory requirements that impact HR such as EEO, Affirmative Action, ADA, etc. Experience working in a manufacturing environment required, multiple plant locations support preferred.