Human Resources Manager

  • February 20, 2024 3:34 PM
    Message # 13318306

    Fantastic opportunity for a well-rounded HR Leader. This is a working manager role intended for an individual with a strong systems mindset and process improvement approach.

    Job Description:

    The Human Resources Manager plays a pivotal role in overseeing the HR Administration Team, managing HR technology, and spearheading special projects to support the annual business plan. This position collaborates with corporate and operational leaders to enhance HR administration and elevate the coworker experience. Adept at systems thinking and process-oriented, the HR Manager partners closely with IT to streamline systems and align policies with best practices.

    Core Responsibilities

    Human Resource Program Coordination

    • Act as a hands-on, working manager actively involved in day-to-day HR operations. Direct and coordinate work activities of HR Administration Team relating to all employment, record keeping, and coworker relations matters.
    • Coordinate the annual Performance Management Process.
    • Ensure compliance with Affirmative Action/EEO Compliance Program/Policies.
    • Develop diversity initiatives.
    • Maintain legal postings and coworker personnel files.
    • Develop and maintain corporate policies and procedures, ensuring compliance.
    • Administer various HR plans and procedures; prepare and maintain the coworker handbook and policies and procedures manual.
    • Maintain human resource information system records and compile reports.
    • Identify opportunities for streamlining HR processes and contribute to ongoing process improvement initiatives.
    • Collaborate with IT to assess, enhance, and implement technology solutions that optimize HR workflows.
    • Drive efficiency by evaluating and refining existing procedures, ensuring alignment with best practices.
    • Develop and maintain organizational structure and charts.

    Recruitment and Selection

    • Assist HRBPs in resource planning forecasts and determining hiring needs.
    • Develop and maintain pre-employment/post-offer processes and protocols.
    • Ensure effective onboarding process of new or reassigned coworkers.
    • Oversee selection and hiring process in compliance with NESL policy and regulations.
    • Develop strategies to grow the NESL brand to attract candidates in new labor markets.

    Compensation & Benefits

    • Develop and maintain a compensation system, job classifications, accurate job descriptions, FLSA statuses, and EEO codes.
    • Periodically review and implement merit or equity adjustment programs.
    • Collaborate with the Benefits Manager to design, evaluate, and modify benefits policies to ensure competitiveness and compliance.
    • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plans.
    • Fulfill reporting requirements of relevant government rules and regulations.
    • Direct preparation and distribution of written and verbal information to inform coworker of benefits, compensation, and personnel policies. This includes coworker integrations following mergers and acquisitions.
    • Identify and implement benefits to enhance coworker quality of life.
    • Guide supervisors in compensation decisions.

    Coworker Relations / Coworker Advocacy

    • Answer routine questions on all HR related policies, programs, and procedures.
    • Drive improvements in the off-boarding process. This includes exit interviews, termination checklist procedures, return of company property, and termination of access and benefits.
    • Problem-solve HR issues as required.

    Disciplinary Actions / EEO Violations / Lawsuits / Investigations

    • Conduct harassment and discrimination investigations, prepare analyses, and provide disciplinary recommendations. Assist HR Business Partners and legal counsel as needed.
    • Offer recommendations on disciplinary matters involving salaried coworkers.

    Labor Relations

    • Maintain document control for collective bargaining agreements and labor relations.
    • Develop and implement strategic labor relations and Union Free location plans.
    • Assist HR Business Partners on labor matters: prepare for arbitration cases, make decisions on policies impacting bargaining unit coworkers, oversee the handling of grievances, and participates as member of the collective bargaining team.
    • Respond to all EEOC and NLRB charges under the guidance of the VP of HR.


    • Develop an annual training plan for hourly and salaried coworkers.
    • Liaise with local colleges to support coworker development programs.
    • Collaborate with state and local agencies for training and development grants.

    Knowledge & Experience

    • Genuine team approach to problem solving. Ability to work with all operational levels as well as with regional management and technical centers.
    • Strong analytical skills.
    • Excellent interpersonal and presentation skills’ sharing of information openly with others.
    • Able to persuade and motivate – works well with other people of diverse backgrounds.
    • Microsoft applications including Windows and Office applications experience is preferred.
    • Automated data systems and associated software such as spreadsheet and word processing or tracking databases.
    • Principles and processes involved in business and organizational planning, coordination and execution. This includes operational planning, resource allocation, staffing, leadership techniques and production methods.
    • Proven ability and analytical approach to problem solving.

    Personal Characteristics & Competencies

    • Entrepreneurial spirit combined with prudence. (i.e., consideration of long-term risks and opportunities). Highly developed organizational influence and negotiation skills.
    • A self-confident, proactive leader who can successfully lead in a fast-changing business environment.
    • Tough minded with the courage of convictions to drive critical strategies and programs through to completion.
    • A change agent willing to take measured risk and who is committed to deliver on commitments to the organization.
    • Resourcefulness – Maintains a “can do” and “will do” attitude.
    • Continuing Education – Stays informed on HR trends, labor laws, software, etc.
    • Adaptability and Learning Agility – Able to “change gears” as necessary to meet the needs of the situation and to learn on the fly.
    • Process Orientation – Manages and facilitates the orderly flow of paperwork.
    • Achievement oriented, strong work ethic, tenacious, impeccable attention to detail.
    • Personal and professional alignment to NESL’s Cultural Goals:
      • Focus & Integrity to Do What’s Right
      • Know the Numbers / Know the Business
      • Embrace Change
      • Intentionally Collaborative

    Required Experience

    • Bachelor’s degree in Business or an HR/LR related field of study is required.
    • Minimum of 10 years of experience in an industrial environment is required.
    • Minimum of 5 to 7 years of HR/LR experience in a management capacity is required.
    • Experience managing in a unionized environment is required.
    • Experience with implementing and improving human resource technologies.
    • Ability to travel and adjust to non-standard work schedules as needed.
    • Valid driver’s license and compliant with NESL Driving Standards.

    Please apply on-line:

 © 2020 Human Resource Management Association of Blair County
301 Union Avenue #326
Altoona, PA 16602

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