Position Summary:

The Human Resources Manager is responsible for managing and implementing all Human Resources policies and programs at 5 Michigan plant locations. Responsible for all areas of human resources including recruitment, on-boarding, employee relations, staffing, training, labor relations, EEO/AAP compliance, and employee development and advancement.

Plant Locations include:

Grand Rapids, MI

Grandville, MI

Kalamazoo, MI

Plymouth, MI

Edmore, MI

Dimensions:

This position provides full employment cycle support to 5 plants with a population of approximately 700 hourly and salaried employees. Employees at plants may be participants of a union(s). Responsible for hiring process and orientation of salaried employees and the day-to-day administration of maintaining employee files for both hourly and salaried and ensuring adherence to Company policies and government requirements with regard to the employment process.

Principle Accountabilities:

Provides guidance to plant management in the development & administration of sound HR/Personnel policies that in line with corporate HR direction, legally viable, conducive to good employee-management relations, and result in the accomplishment of plant and HR objectives
Assists with the development, oversight and maintenance of the human resources budget including working closely with management to strike a balance between controlling costs and investing in employee growth to meet business objectives
Oversees all plant recruiting and staffing activities related to the recruiting, selection, and hiring of talent including partnering with managers to understand their hiring needs, assisting in preparing personnel requisitions, performing background and professional screening, building recruitment plans, discussing and recommending candidates, and assist in creating offers for candidates.
Maintain applicant tracking on all candidates and coordinates with hiring managers to ensure data integrity.
Conducts new employee orientations and processes hiring-related paperwork to ensure its compliancy with the Federal Contractor Program.
Prepares documentation, communication, and reporting related to employment lifecycle of employees including changes to job title, salary, supervisor, exemption or hourly status changes, promotions/demotions, employee classifications, exit interviews, and employee separations
Participates in the development of the agenda for labor contract negotiations and serves as a resource for fair interpretation of contract language, plant rules and regulations, grievance response and disciplinary actions
Serves as a point of contact for disgruntled employees to handles employee relations issues including performance counseling, harassment complaints, investigations, supervisory coaching, scheduling arbitration, and all terminations, works with the employee(s) and management to resolve issues and keeps Area Human Resources Manager informed of any situations that may result in legal issues for the Company.
Stays abreast of Human Resource developments and changes to employment laws and regulations as well as changes to the corporate HR policy to effectively interpret, administer, and train upon policies within the plant.
Acts as a benefits representative, assisting employees with questions, problems, issues that may arise related to benefits.
Performs liaison activities to respond to and monitor all workers’ compensation cases and unemployment claims.
Coordinate training efforts, develop and promote career development efforts, Provide employee meetings and activities Participate in public affairs.
Provides counsel, training, implementation and support to policy areas including to absenteeism management, leaves of absence, workers compensation and safety, training, ISO Quality Systems, benefits administration, Corporate Statement of Business principals, etc.
Assists in the implementation of the plant wide compensation program including the coordination of job descriptions, performance appraisal process, and merit/bonus recommendation submission
Maintains department files including personnel, medical, family leave and workers’ compensation files, inputs employee data into the Human Resource Management System (HRMS) and EHS system. Provides HR and EHS reporting
Administers absenteeism policies and serves as a point of contact for Disability Management Associates (DMA) for all leaves of absence that could be covered by disability and/or FMLA. Serves as FMLA coordinator for facility. Processes paperwork and monitors FMLA and short term disability.
Assist in development of Company responses to legal issues, including but not limited to unemployment hearings, EEO charges and workers’ compensation hearings.
Knows and follows policies and procedures of the company, shares information that would benefit other members of the team, and finds ways to improve the delivery of service to our customers.
Strives to continually strengthen PCA’s business philosophy of meeting needs and exceeding expectations for customers. This includes supporting PCA’s Commitment to Service which involves doing what’s right for our customers, focusing on strategies that add value and support growth, and keeping the promises that we make.

Decision Making:

The Human Resources Manager is responsible for the overall human resources function at the facilities and has discretion to provide guidance and direction to management regarding the interpretation of HR policies and processes and recommend appropriate action in circumstances as related to interaction with employees.

Interactions with Customers and Contacts

The Human Resources Manager develops and maintains positive working relationships with all hiring managers, labor unions, corporate HR and employees within the assigned plant to ensure all HR policies and processes associated with the employment lifecycle are followed. In addition, this individual will develop and maintain positive and professional relationships with all HR related 3rd Party Vendors that support the PCA employment lifecycle. The Human Resources Manager works with PCA Corporate and government agencies on compliance audits. Interacts with supervisors and managers to provide guidance on their timely and consistent application of policies and procedures.

Position Requirements

B.S. degree in Human Resources Management, business or related field. Master’s degree preferred
8 or more years of HR Generalist experience including 3-5 years in HR Manager Role
PHR Certification preferred
Demonstrable knowledge and understanding of labor relations, contract administration, workers’ compensation administration, employee orientations / training on human resource matters.
Must have working knowledge of EEO, FLSA, NLRB, Affirmative Action and OFCCP laws.
Proficient user in Microsoft Office Suite and previous experience with applicant tracking systems required.
Strong communication, organizational and analytical skills.
Exceptional interpersonal skills to build positive relationships within the organization.
Ability to interact professionally with a wide variety of people, including employees, management, government officials and business leaders and the ability to counsel and influence management.
Ability to act and work independently, exercise good judgement and prioritize to complete a wide variety of projects
Ability to work well with all levels of local and corporate personnel and Capable of effectively communicating with management and hourly personnel
Ability handle confidential information appropriately

Packaging Corporation of America

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