The Clarksville, TN facility employees approximately 250 salary and hourly employees at peak staffing. The Human Resources Manager is expected to be a key business partner with the facility manager and the supervising staff in managing the business. They will provide coaching, consulting, support, policy interpretation and application to include matters relating to the site's employee relations. They're insightful, detect essence, understand and forecast trends or likelihood. They encourage professional and respectful challenges and seize learning opportunities to develop leaders who inspire employees while considering the big picture. The position is responsible for ensuring that management is consistent in the execution of company policies and procedures as well as ensure legal compliance. The Human Resources Manager leads cultural and engagement initiatives that include employee communications, health & wellness, community involvement, reward & recognition, performance management and a variety of other activities. They understand and align business operations and Human Resources as he/she executes their role to exceed customer expectations and align with GPI business, cultural, financial and operational objectives.
JOB FUNCTIONS: Job functions include, but are not limited to the following.
Is a key member of the Plant Senior Leadership Team and the broader HR Leadership Team who works strategically but also rolls up their sleeves and gets into the details.
Works with internal and external resources to develop recruiting strategies for hourly and salary positions. Coordinates and fully participates in the recruiting and selection process. Manages adherence and tracking of personnel to plan.
Promote, retain, recruit, and attract "A" players at all levels in the organization. Responsible for the consistent application of all recruiting and onboarding tools.
Prepares detailed monthly employee headcount forecasting as well as supports and contributes to annual budgeting process.
Acts as a change agent and drives improved performance through collaborative employee coaching and development at all levels of the organization.
Provides employee relations counseling and problem solving for managers and employees to ensure a productive work environment, consistency with company values, policies, and compliance with state and federal regulatory law.
Provides advice, counseling and training to managers and supervisors on performance-based issues including corrective action plans and terminations.
Career development planning and execution for direct reports & others.
Oversee and manage the career development planning and execution for all top performing employees in the facility.
Oversee and manage the career development planning and execution for LDP (Leadership Development Program) and focus position employees.
Investigate employee relation issues such as employee complaints, harassment allegations and recommends appropriate action.
Oversee the areas of employment, affirmative action, employee benefits, compensation, performance appraisal programs, personnel record keeping, unemployment claims and employee relations, training, and HRIS for the operating location.
Manage affirmative action programs including implementing and providing training to management regarding AAP goals.
Partners with leadership to identify and determine management development needs.
Manages and coordinates site succession and workforce planning efforts.
Lead and/or participate on various project teams, which may include local, divisional, and corporate teams.
Must be able provide feedback from the employee's and company's perspective. Needs to be open and candid with feedback.
Attend and periodically lead business related meetings.
Other duties as assigned.
BACKGROUND / EXPERIENCE:
External candidates must have a minimum of five (5) to ten (10) years' experience managing Human Resources in a manufacturing environment.
Experience managing multiple human resources generalist disciplines at all levels from production to professional level employees.
Development and coaching of employees.
Strong analytical experience in policy interpretation, investigations, and reconciliation or outcome recommendations.
Prior experience supervising direct reports.
Safety & Worker's Comp experience preferred.
EDUCATION / KNOWLEDGE:
BA/BS/Master's or compensatory closely related work experience required in lieu of degree.
SHRM/HRCI certification preferred.
Demonstrated knowledge of federal and state employment laws and other government compliance regulations.
Demonstrated knowledge of Talent Management, Recruiting & Selection, Succession Planning & Development, Compensation, and Benefits including time keeping, payroll and Worker's Compensation.
Demonstrated knowledge of leading and facilitating thorough and accurate investigations and final outcome recommendations that are focused on legal and policy compliance as well as driving change and acceptable behavior that is aligned with the company's core values.
Microsoft Office Suite Products.
SAP HCM and Success Factors knowledge helpful but not required.
Lean/Six Sigma familiarity.
Leadership & Accountability
Detecting essence and probability
Building Effective Teams
Attention to Detail
General schedule(s) is an 8-hour M-F assignment, however, employee must be willing to work alternate schedules occasionally; that may include early mornings, nights, and/or weekends and be punctual while doing so.
Occasional overnight travel to include flying, driving, riding or by rail.
Sitting or standing for extended periods of time up to 8-hours.
Occasional Lifting up to 20 lbs.
Reading computer screen or other electronic devices.
Use of various office hand and electrical tools or equipment.
Integrity & Trust
Learning Agility (Learning on the Fly)
Developing Direct Reports & Others
Dealing with Ambiguity
Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the EEO is the Law Poster.