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Human Resources Manager

Rockline Industries & Iatric Manufacturing

Posted on: 24 Mar 2024

Job Location: Morristown, US

Job Description:

SUMMARY: As the Iatric HR Manager, you will plan, direct and coordinate human resource management activities for the site.In addition, you will develop, implement and coordinate policies and programs concerning recruitment, regulatory compliance, FMLA/attendance tracking, associate relations/goodwill, compensation, communication, wellness promotion and recognition.Partner with other staff members to maximize the strategic use of human resources.

How you will make an impact:

Maintain and increase employment levels as required to support site operations. Work closely with management personnel to implement an effective recruitment process.

Manage associate time off incidents, i.e., on the job and off the job injuries. Administer Workers' Comp program, leave programs, etc.
Advise managers on organizational policy matters such as EEO, harassment and other regulatory compliance matters and recommend corrective action where required.

Analyze statistical data and reports to identify and determine causes of personnel problems and issues and develop recommendations for improvement of organization's Human Resource policies and practices.

Represent the company as necessary at human resources related hearings, audits and investigations.
Responsible for ensuring the Affirmative Action Plan logs are maintained and assist with the annual development of the plan document.
Responsible for providing effective conflict resolution when dealing with associate issues. Closely monitor the company discipline procedure so as to maintain consistency.Issue discipline when required.

Administer effective wage and salary practices utilizing timely survey information.Implement rate structure adjustments as needed.

Site coordination of employee record retention and site payroll administration.

Monitor closely the Human Resource Department's budget by providing effective expense control measures.Develop on an annual basis the department's budget.
Foster associate goodwill by promoting and administering associate recognition programs and company-wide events.
Be a valued member of the Iatric Operations Core Team and offer Human Resource strategy/input as issues are resolved and programs are developed.

Administer the Performance Review system by assuring effective reviews are being completed on a timely basis

Administer our Substance Abuse program including random drug testing.
Provide current and prospective associates with information about policies, job duties, working conditions, wages, opportunities for advancement and associate benefits.
Manage the development of updated job descriptions for facility job positions.

Promote open communications throughout and participate in our Quarterly Communication meetings

Required Attributes:

Bachelor's Degree (BS) with a major in Human Resource Management, Business Administration, or a related discipline; or equivalent human resources experience. SPHR certification preferred.
5 years' progressive experience in Human Resources with at least 3 years of HR supervisory experience is required. Experience in a manufacturing environment is preferred
Previous experience/strong understanding of employment law and regulations, recruiting strategy development and execution, training system development and coordination, familiarity with an HRIS, and budget creation and management

Please submit your resume by clicking Apply Now or Apply with LinkedIn

If we feel you are a good fit for the company and the company is a good fit for you, someone will reach out to you directly. If this position doesn't match what you are looking for, we urge you to share the position with you social media networks like Facebook or LinkedIn or Tweet right from the posting

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)

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