Human Resource Generalist
Company Name:
S&B Consulting Group
The Human Resources Manager provides HR leadership and expertise to business leaders and line managers on the people-related matters affecting their business. The HRM will lead the labor and employee relations activity for the Greensboro, NC manufacturing facility. The HRM will also be responsible for leading a broad range of HR activities including organization and leadership development, change management, compensation administration, and talent acquisition.
The HRM adds value by partnering with business clients to provide innovative HR solutions and approaches with a singular focus on driving success and meeting business objectives.
II. Key Responsibilities
Labor and Employee Relations 60%
Establishes and maintains satisfactory labor management relations, formulates and administers the Companys labor relations policy subject to senior leaderships guidance and approval and represents management in labor relations, including the negotiation, interpretation, and administration of collective bargaining agreements.
Administers all aspects of the Collective Bargaining Agreement
Lead all employee/labor relations initiatives ensuring a balanced advocacy for the needs of the business and the needs of the associates; while balancing the demands of business objectives with the need for consistency across the Company.
Develops proactive labor relations strategy. This accountability includes planning and coordinating management's position for collective bargaining, working with outside legal counsel when appropriate, overseeing ongoing administration of collective bargaining agreements and representing the Company and preparing managers for responding to grievances and arbitrations. Maintains good working relationships with union stewards and union business agents and representatives involved in collective bargaining administration (CBA).
Provides leadership and counsel to management on CBA related issues. Leads the organization through difficult labor relations activities and investigations while developing and training line management on effective investigation and corrective action procedures.
Lead and administer all activities supporting the grievance processes. Represent the Company in grievance related hearings at the Piedmont Grievance Committee and/or arbitrations.
Define and implement company policies and practices, ensuring legal compliance and consistent application.
Qualifications
Background and Skill
Bachelors degree (required) in Human Resources, Industrial Relations, Psychology, Business Administration or related field.
A Masters degree in with a concentration in Human Resources and/or Labor Relations (strongly preferred).
At least 4 years progressive HR generalist business partner and/or HR management experience (required).
At least 3 years union/labor relations experience (required)
At least one year in a manufacturing environment (required).
At least 2 years of experience with MS Office Suite; HRIS, Payroll, and ATS systems (required).
Experience working independently in a highly decentralized, process oriented, and hands-on organization with the ability to resourcefully innovate and adapt in a rapidly changing, fast paced, and highly complex environment (required).
Ability to manage multiple workstreams and execute flawlessly with high attention to detail (required).
Strong written/oral communication, effective presentation and facilitation, conflict resolution, and influence skill (required).
Strong problem solving and ability to assess the needs of the business and design and implement the best solutions (required).
Demonstrated process orientation skills and experience with Six Sigma and/or Lean Manufacturing (preferred).Estimated Salary: $20 to $28 per hour based on qualifications.
S&B Consulting Group
The Human Resources Manager provides HR leadership and expertise to business leaders and line managers on the people-related matters affecting their business. The HRM will lead the labor and employee relations activity for the Greensboro, NC manufacturing facility. The HRM will also be responsible for leading a broad range of HR activities including organization and leadership development, change management, compensation administration, and talent acquisition.
The HRM adds value by partnering with business clients to provide innovative HR solutions and approaches with a singular focus on driving success and meeting business objectives.
II. Key Responsibilities
Labor and Employee Relations 60%
Establishes and maintains satisfactory labor management relations, formulates and administers the Companys labor relations policy subject to senior leaderships guidance and approval and represents management in labor relations, including the negotiation, interpretation, and administration of collective bargaining agreements.
Administers all aspects of the Collective Bargaining Agreement
Lead all employee/labor relations initiatives ensuring a balanced advocacy for the needs of the business and the needs of the associates; while balancing the demands of business objectives with the need for consistency across the Company.
Develops proactive labor relations strategy. This accountability includes planning and coordinating management's position for collective bargaining, working with outside legal counsel when appropriate, overseeing ongoing administration of collective bargaining agreements and representing the Company and preparing managers for responding to grievances and arbitrations. Maintains good working relationships with union stewards and union business agents and representatives involved in collective bargaining administration (CBA).
Provides leadership and counsel to management on CBA related issues. Leads the organization through difficult labor relations activities and investigations while developing and training line management on effective investigation and corrective action procedures.
Lead and administer all activities supporting the grievance processes. Represent the Company in grievance related hearings at the Piedmont Grievance Committee and/or arbitrations.
Define and implement company policies and practices, ensuring legal compliance and consistent application.
Qualifications
Background and Skill
Bachelors degree (required) in Human Resources, Industrial Relations, Psychology, Business Administration or related field.
A Masters degree in with a concentration in Human Resources and/or Labor Relations (strongly preferred).
At least 4 years progressive HR generalist business partner and/or HR management experience (required).
At least 3 years union/labor relations experience (required)
At least one year in a manufacturing environment (required).
At least 2 years of experience with MS Office Suite; HRIS, Payroll, and ATS systems (required).
Experience working independently in a highly decentralized, process oriented, and hands-on organization with the ability to resourcefully innovate and adapt in a rapidly changing, fast paced, and highly complex environment (required).
Ability to manage multiple workstreams and execute flawlessly with high attention to detail (required).
Strong written/oral communication, effective presentation and facilitation, conflict resolution, and influence skill (required).
Strong problem solving and ability to assess the needs of the business and design and implement the best solutions (required).
Demonstrated process orientation skills and experience with Six Sigma and/or Lean Manufacturing (preferred).Estimated Salary: $20 to $28 per hour based on qualifications.
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