Network HR Manager

Job highlights
Identified by Google from the original job post
Qualifications
Bachelor’s Degree (B.A./B.S.) required, preferably in Psychology, Business or related field
Five (5) years of progressive human resources management experience with a strong background in employee relations, recruiting, training, and talent management
Strong knowledge and experience in federal and multistate employment laws and regulations
Demonstrated ability to persuade and effectively communicate with management and business leaders and interact with employees at all levels
Demonstrated ability to exercise confidentiality in all matters
Successful candidate will be self-directed with demonstrated ability to effectively organize and manage time
Experience in producing results in a dynamic and fast-paced environment
Experience in adapting human resources best practices and employment law compliance to specific business situations
Demonstrated ability to collaboratively resolve issues through active listening, good judgment, and problem-solving skills
Proficient in Microsoft Office including Excel, Word, and PowerPoint
Ability to work with a diverse workforce and cross functionally to build strong internal partner relations
Ability to read and interpret safety rules, operating and maintenance instructions, and procedure manuals
Ability to read and interpret general business periodicals, professional journals, technical procedures and government regulations
Ability to solve practical problems and difficult situations
Ability to speak effectively before groups, customers or employees of the organization
Must be able to read, write and speak English fluently
Ability to work a flexible schedule
Ability to travel as required based on the needs of the business
Responsibilities
The Network Human Resources Manager will be responsible for, but not limited to, the overall leadership, oversight and coordination of all HR functions at the sites within their scope of responsibility
The Network HR Manager will provide oversight and assistance to locations within their scope of responsibility in achieving their HR goals, oversight of their sites, and serve as a daily contact for the HR Generalist / Administrator at each location
Contribute to the creation of a workplace that mirrors Kenco’s Guiding Principles
Manage employee relations practices necessary to maintaining a positive employee - employer relationship, promoting a high level of employee commitment and maintaining a union free status
Counsel and advise employees, managers, and business leaders regarding people, policies, workforce, organization, and employee issues
Facilitate a positive employee relations strategy which includes appropriate engagement and training activities
Manage and resolve employee relations issues by conducting effective, thorough and objective investigations
Responsible for training management and employees on employment-related matters including ****** harassment, progressive discipline, and performance coaching
Partnering with the recruiting team, work on acquiring top talent through improved selection tools and criteria, and local outreach efforts
Oversee the recruiting, screening and hiring processes for non-exempt level positions
Develop and maintain relationships with temporary and other employment agencies
Cultivate internal talent, participating in key role promotional decisions
Ensure local relationships to recruiters to assist in timely recruitment
Ensure appropriate on-boarding is in place in each facility
Work with Director of Operations and Leadership team to develop, manage, and implement effective HR strategies, plans, and processes across the network
Partner with Corporate HR to champion, execute and monitor the effectiveness of corporate programs and initiatives
Support Kenco’s talent review and succession planning processes using a consultative approach that ensures a strong talent bench
Work with leaders to create and ensure successful completion of individual development plans
Equip managers with the tools and training to optimize their performance
Working with Corporate Training, support and provide training from GMs to front line employees
Coach and mentor HR Generalists to deliver daily HR activities
Compliance
Ensure compliance with all federal, provincial, state and local employment laws and regulations
Communicate, interpret and apply company policies, procedures, and Code of Conduct
Ensure compliance with all Human Resource processes
Champion the shaping and sustaining of a diverse and inclusive workplace
Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing and one where our associates can thrive
Job description
About the Position
The Network Human Resources Manager will be responsible for, but not limited to, the overall leadership, oversight and coordination of all HR functions at the sites within their scope of responsibility. The Network HR Manager will provide oversight and assistance to locations within their scope of responsibility in achieving their HR goals, oversight of their sites, and serve as a daily contact for the HR Generalist / Administrator at each location.

Functions
Employee Relations: ·
• Contribute to the creation of a workplace that mirrors Kenco’s Guiding Principles
• Manage employee relations practices necessary to maintaining a positive employee - employer relationship, promoting a high level of employee commitment and maintaining a union free status.
• Counsel and advise employees, managers, and business leaders regarding people, policies, workforce, organization, and employee issues.
• Facilitate a positive employee relations strategy which includes appropriate engagement and training activities
• Manage and resolve employee relations issues by conducting effective, thorough and objective investigations
• Responsible for training management and employees on employment-related matters including ****** harassment, progressive discipline, and performance coaching.
Talent Acquisition:
• Partnering with the recruiting team, work on acquiring top talent through improved selection tools and criteria, and local outreach efforts
• Oversee the recruiting, screening and hiring processes for non-exempt level positions.
• Develop and maintain relationships with temporary and other employment agencies.
• Cultivate internal talent, participating in key role promotional decisions
• Ensure local relationships to recruiters to assist in timely recruitment
• Ensure appropriate on-boarding is in place in each facility
Business Partnership:
• Work with Director of Operations and Leadership team to develop, manage, and implement effective HR strategies, plans, and processes across the network.
• Partner with Corporate HR to champion, execute and monitor the effectiveness of corporate programs and initiatives
Leadership Development:
• Support Kenco’s talent review and succession planning processes using a consultative approach that ensures a strong talent bench
• Work with leaders to create and ensure successful completion of individual development plans
• Equip managers with the tools and training to optimize their performance
• Working with Corporate Training, support and provide training from GMs to front line employees
• Coach and mentor HR Generalists to deliver daily HR activities.
Compliance
• Ensure compliance with all federal, provincial, state and local employment laws and regulations
• Communicate, interpret and apply company policies, procedures, and Code of Conduct
• Ensure compliance with all Human Resource processes
Diversity, Inclusion, and Engagement
• Champion the shaping and sustaining of a diverse and inclusive workplace
• Consult with leadership to develop plans to promote an inclusive environment that is engaging, enabling and energizing and one where our associates can thrive

Qualifications
• Bachelor’s Degree (B.A./B.S.) required, preferably in Psychology, Business or related field
• Five (5) years of progressive human resources management experience with a strong background in employee relations, recruiting, training, and talent management.
• Previous manufacturing/distribution/industry experience preferred
• Strong knowledge and experience in federal and multistate employment laws and regulations.
• Demonstrated ability to persuade and effectively communicate with management and business leaders and interact with employees at all levels.
• Demonstrated ability to exercise confidentiality in all matters.
• Successful candidate will be self-directed with demonstrated ability to effectively organize and manage time.
• Experience in producing results in a dynamic and fast-paced environment.
• Experience in adapting human resources best practices and employment law compliance to specific business situations.
• Demonstrated ability to collaboratively resolve issues through active listening, good judgment, and problem-solving skills.
• Experience using UltiPro is desired or demonstrated ability to learn HRIS systems quickly.
• Proficient in Microsoft Office including Excel, Word, and PowerPoint.
• Ability to work with a diverse workforce and cross functionally to build strong internal partner relations.
• Ability to read and interpret safety rules, operating and maintenance instructions, and procedure manuals.
• Ability to read and interpret general business periodicals, professional journals, technical procedures and government regulations.
• Ability to solve practical problems and difficult situations.
• Ability to speak effectively before groups, customers or employees of the organization.
• Must be able to read, write and speak English fluently.
• Ability to work a flexible schedule.
• Ability to travel as required based on the needs of the business.

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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)

United States
Tennessee
Chattanooga Show on map Get directions