Leading strategic and tactical HR support for two manufacturing sites

You will drive HR processes across two manufacturing plants with independent leadership and policies to support approximately 250-300 employees. You will need to be familiar with each business' handbooks, policies, teams, cultures, and norms to proactively anticipate their HR-related needs. Acting as the primary onsite HR presence for both plants, you must develop an understanding of the unique plant leadership needs and partner with the onsite coordinator/admin in each facility to maintain core processes. In addition to owning full-cycle recruiting for each plant, you will navigate complex relationships to provide HR counsel, plant leader talent management support, compensation recommendations, act as an L& D liaison, and manage employee relations.

POSITION DESCRIPTION

Your contributions to the team

You will leverage company values, policies, data, and HR processes to support decision-making within the manufacturing leadership and HR team.

• Responsible for full-cycle recruiting and sourcing for direct hire and temps to staff hourly positions in the plant.
• Partners with leaders to understand current and future skill and capability needs through coaching, training, and managing quality talent processes.
• Manage local employee issues by leveraging strategic thinking and working closely with HR managers to support our core values, drive consistency, and mitigate risk.

EXPERIENCE

What you need to be successful

• Bachelor's degree in Human Resources or a related field/equivalent industry experience
• 3-5 years experience in Human Resources, required
• 3-5 supervisor experience, preferred
• Previous recruiting experience is required
• PHR/SPHR or SHRM-CP/SHRM-SCP preferred
• Spanish speaking, preferred

ROLES & RESPONSIBILITIES

The responsibilities we trust you with

Each person at Harmon plays an important role in our project execution. Your contributions through the following areas help us successfully execute our projects and meet our financial goals.

Manufacturing Recruitment/Staffing

Responsible for full-cycle hourly recruiting

Works with both plant leader teams to identify and administer multiple recruiting strategies for select hourly positions. Responsible for posting, sourcing, screening, and screening applicants. Interviews and assesses applicant's skills and qualifications and consults with hiring manager for proper approval to hire. Partner with onsite coordinator/admin as needed to ensure staffing goals are met.

Drive retention through Onboarding

Regularly track/report turnover and retention for each plant and team. Provide feedback, solutions, and insight into processes not meeting expectations. Help advise leaders and follow up on training to ensure onboarding is a positive experience.

3rd party temporary agencies

Partners with the Plant Managers to assess the effectiveness of the temporary staffing plan, quality of candidates, turnover, etc. Maintains relationships, contracts/agreements with agencies, and provides input on new agency selection.

Own Applicant Tracking for your plants

Partner with the admin maintain the applicant tracking system (ATS) with proper applicant dispositions, communications, and data on job postings for select positions. Work closely with the HR leadership to manage requisitions and provide reports.

Onboarding

Partner with the onsite coordinator, administrator, or leaders to ensure new plant employees are onboarded and trained in adherence to each plant's standards and production needs.

Plant Leadership Support

Coaching and Counseling

Act as an advisor to leaders for both sites for performance issues and concerns, resulting in effective coaching for shop employees and counseling team members as needed. Conduct regular succession planning reviews with assigned leaders.

Training

Act as primary liaison and administer training with L & D to drive the local team's performance. Identify gaps and create strategic long-term training plans tailored to your plant's unique needs.

Performance Management

Helps drive a focus on shop floor employee development with leaders. Ensure that leaders across both sites use common language and tools to drive consistency in plant team performance, goals, and feedback cycles.

Drive Business Results

Facilitates business change and performance across both plants by

partnering with leaders to deliver effective people strategies.

Absenteeism Management

Partner with each plant leadership team to drive accountability for their unique absenteeism practices.

Support Multiple Sites

Work a flexible schedule to support two manufacturing sites with various shifts and have a full-time onsite presence. Plan your time proactively to ensure you are consistently available to each team and can appropriately build relationships for each client group.

Change Management

Support change management by partnering with the plant leadership team to plan and execute a plant expansion for the Harmon plant and assist in the move to a larger production facility. Engage with leadership to ensure we have staffing plans to that result in minimal disruption to teams and production.

Human Resource support

Business process documentation

Follows business processes, procedures, and documents to maintain accuracy. Performs duties as per the HR business process documentation.

Employee relations & Investigation support

Lead local investigations, work with HR leadership, and inform the manager on all employee relations, as appropriate. Maintain confidentiality and discretion at the highest levels. Understand policies and culture across two facilities to maintain consistency and drive equitable outcomes aligned with values.

Drive process improvements

Participates in Apogee's AMS continuous Improvement efforts by understanding his/her team's plant's team performance and actively implementing and supporting process improvements.

Contribute to HR initiatives

Provide insight, data, and decision support through direct involvement in the HR initiatives that impact broader organizational goals and objectives. Contributes to the company culture/engagement surveys and action plans.

Learning and Development

Supports the development of learning initiatives by partnering with the L&D team to support organizational initiatives and growth.

Benefits

Assists in communicating benefits for new employees, serve as a resource during benefits enrollment, and connects employees to our centralized resources, as needed

Human Resources Admin Support

Manage time & attendance data collection & support

Partner with the onsite coordinator to understand the time collection system for each plant. Ensures coordinator are communicating with leaders and entering corrections to minimize impact to payroll and employees.

Manage Workday data

Create a daily cadence for managing and approving Workday business processes and data. Understands data and business processes intimately to coach coordinator/admins and leaders on using Workday to the fullest potential.

New hire orientation

Partners with onsite coordinator/admin for facilitation of new employee orientation for the manufacturing facility where the role resides. Ensure that new employee paperwork is completed accurately. Act as a resource for new employees for benefits enrollment assistance.

Support Coordinators/Admins

Works closely with manufacturing office coordinators/administrators, to ensure process understanding and efficiency. Partner with their plant leaders and HR leadership, as needed, to provide feedback on accuracy, productivity, and growth opportunities.

Equal Employment Opportunity/Women/Minorities/Protected Veterans/Individuals with Disabilities

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Apogee and our brands are an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status or any other characteristic protected by state or federal law.