HR Manager
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections if posting has real specific content.
We have summary: "Join Daily's Premium Meats as an HR Manager at our Salt Lake City location, where you'll be instrumental in shaping our workplace culture, supporting labor relations, and ensuring compliance with labor regulations for a plant of approximately 600 employees. Your expertise will be instrumental in shaping our workplace dynamics, driving change initiatives, and taking on a leadership role while strengthening employee engagement and wellbeing to deliver value-added outcomes. This role will act as the HR Business Partner to plant leadership and sits on the corporate HR team."
That's about the role. So we can have About the role
with
containing that summary. Next, essential duties and responsibilities: list of duties. We'll put under
Responsibilities
with- each duty. We need to preserve all substantive info, not invent. So we need to extract each duty from the "ESSENTIAL DUTIES And RESPONSIBILITIES" block. Let's list them: - HR Leadership: Lead, coach and develop the plant HR team. Foster a high-performing, service-oriented function that effectively supports employees, leaders, and the evolving needs of the business. - Strategic HR Partner Activities: Serve as a dedicated partner to the Plant Manager and liaison between the plant and Corporate Leadership to align HR strategies with overall business objectives, ensuring seamless communication and collaboration to drive organizational success. - Influential Relationship Building: Develop and foster influential relationships with plant leadership and stakeholders. Position HR as a trusted partner, supporting informed decision-making and prioritizing the well-being of our employees. Ability to create relationships and communicate effectively with all levels of the organization. - Compliance Oversight: Ensure strict adherence to federal and state labor laws, maintaining meticulous records and updating policies to reflect current legal requirements. - Union Relations: Manage positive working relationships with the union, navigating collective bargaining agreements, and addressing union-related concerns with effective communication. - Employee Relations: Act as a liaison between management and employees, providing guidance on policy interpretation and resolving work-related issues. Keep employees informed of HR policy changes and offer counseling support. - New Hire Onboarding: Coordinate comprehensive onboarding procedures to create a smooth transition for new hires and guide your team in steps to ensure thorough paperwork processing and benefits enrollment. Create a 90-day onboarding experience alongside Operations to ensure new hires are set up for success and reduce early turnover. - HRIS Management: Oversee HR Information Systems (HRIS) operations, maintaining accurate and up-to-date employee records. Ability to extract and create key people analytics to drive discussions with leadership and changes. - Disciplinary Processes: Coordinate and participate in disciplinary or termination proceedings, working closely with supervisors to maintain fairness and compliance. Offer guidance on appropriate adjustments to complaints received from both management and employees. - Recruitment and Selection: Collaborate with the Talent Specialist and on-site Recruiter to support full-cycle recruitment efforts, aligning talent acquisition with organizational needs. - Record Maintenance: Maintain organized records essential for effective HR functions, ensuring confidentiality and accuracy. - Exit Interviews: Conduct exit interviews to gain insight into the reasons for employee termination, facilitating continuous improvement in HR practices. We'll put each as
- .
Next, QUALIFICATION REQUIREMENTS: includes required education/experience, preferred experience, communication skills, reasoning ability and mathematical skills, decision making responsibilities, technical skills and abilities, work environment, normal work schedule.
We need to decide sections: Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have required education/experience: Bachelor’s degree or higher, minimum of 5 years' human resource experience; or equivalent combination of education and experience. Experience leading HR programs and multi-disciplines within HR. Strong knowledge and demonstrated ability to lead key compliance programs such as hiring, immigration, wage & hour, accommodations. Ability to navigate ambiguity in a fast-paced environment. Experience with HRIS systems, and utilizing key data/metrics to drive positive changes.
Preferred experience: HR certification (e.g., SPHR, SHRM-SCP) is preferred. Experience in a union manufacturing environment is preferred.
Communication skills: Must be able to read and interpret documents in the English language such as safety files, operating and maintenance instructions, and procedure manuals. Must be able to write reports, business correspondence, effectively present information, and respond to questions from groups of managers, employees, and candidates. Ability to communicate fluently in two languages, Spanish and English preferred, but not required. Exceptional interpersonal and communication skills and demonstrated ability to handle sensitive employee matters with discretion.
Reasoning ability and mathematical skills: Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Must be able to make decisions on routine employment matters utilizing those instructions. Ability to apply mathematical applications to practical situations. Ability to perform necessary calculations for completion of summary of affirmative action evaluation.
Decision making responsibilities: Frequent contact with operations management and plant leadership, with direct reporting line to Corporate HR to make large impact decisions. This position requires thoughtful decision making for Daily’s after researching and fact gathering when needed.
Technical skills and abilities: Ability to operate basic office equipment, Microsoft Suite including appropriate calendar and inbox management, and experience working in an HRIS.
Work environment: The work environment includes normal office environment as well as climate extremes found in all areas of the plant. May be required to travel to other plants, remote facilities and/or corporate offices for training, projects, or meetings. The noise level in the work environment is usually very quiet. The noise level may sometimes be very loud when visiting other department locations.
Normal work schedule: Usually days Monday through Friday, however the hours and days of work are established by departmental needs and at the discretion of management. Occasionally, changes in schedule will be required as special circumstances arise.
We have no explicit Benefits, Pay sections. So we should not create those sections.
We need to decide which sections to output: About the role, Responsibilities, Requirements, Qualifications, Skills, maybe Work Environment and Schedule? The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't require us to use all; only include when posting has real specific content. So we can include About the role, Responsibilities, Requirements, Qualifications, Skills, Work Environment (maybe not listed but we could treat as part of Requirements? But we have a heading for Work Environment not in list; but we could incorporate into Requirements or maybe we can add a section "Work Environment" though not in the given list; but the instruction says use those headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies those are examples; we could also use other headings if needed? Safer to stick to those. We have content for Work Environment and Normal work schedule. Could fit under Requirements or maybe under Skills? Not ideal. Could create a "Schedule" section for normal work schedule. Yes we have schedule info. So we can include
Schedule
with that paragraph. For Work Environment, we could incorporate into Requirements or maybe under "Requirements" as part of work environment. But we have a separate "Requirements" heading for required education/experience etc. Could add a "Work Environment" subsection under Requirements? But instruction says only use those headings; we could still add ainside Requirements that includes work environment details. That's acceptable. Similarly, we could put technical skills under Skills. Thus sections: - About the role (summary) - Responsibilities (duties) - Requirements (required education/experience, maybe also work environment) - Qualifications (preferred experience) - Skills (communication skills, reasoning ability and mathematical skills, decision making responsibilities, technical skills and abilities) - Schedule (normal work schedule) We should not include Benefits or Pay. We must preserve all substantive info. Let's extract each piece. Required education/experience: "Bachelor’s degree or higher, minimum of 5 years' human resource experience; or equivalent combination of education and experience. Experience leading HR programs and multi-disciplines within HR. Strong knowledge and demonstrated ability to lead key compliance programs such as hiring, immigration, wage & hour, accommodations. Ability to navigate ambiguity in a fast-paced environment. Experience with HRIS systems, and utilizing key data/metrics to drive positive changes." Preferred experience: "HR certification (e.g., SPHR, SHRM-SCP) is preferred. Experience in a union manufacturing environment is preferred." Communication skills: "Must be able to read and interpret documents in the English language such as safety files, operating and maintenance instructions, and procedure manuals. Must be able to write reports, business correspondence, effectively present information, and respond to questions from groups of managers, employees, and candidates. Ability to communicate fluently in two languages, Spanish and English preferred, but not required. Exceptional interpersonal and communication skills and demonstrated ability to handle sensitive employee matters with discretion." Reasoning ability and mathematical skills: "Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form. Must be able to make decisions on routine employment matters utilizing those instructions. Ability to apply mathematical applications to practical situations. Ability to perform necessary calculations for completion of summary of affirmative action evaluation." Decision making responsibilities: "Frequent contact with operations management and plant leadership, with direct reporting line to Corporate HR to make large impact decisions. This position requires thoughtful decision making for Daily’s after researching and fact gathering when needed." Technical skills and abilities: "Ability to operate basic office equipment, Microsoft Suite including appropriate calendar and inbox management, and experience working in an HRIS." Work environment: "The work environment includes normal office environment as well as climate extremes found in all areas of the plant. May be required to travel to other plants, remote facilities and/or corporate offices for training, projects, or meetings. The noise level in the work environment is usually very quiet. The noise level may sometimes be very loud when visiting other department locations." Schedule: "Usually days Monday through Friday, however the hours and days of work are established by departmental needs and at the discretion of management. Occasionally, changes in schedule will be required as special circumstances arise." We also have the disclaimer and mission statement etc. Those are boilerplate; we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The mission statement and EEO statement are likely boilerplate; we should remove them. The disclaimer about position description also boilerplate; remove. Thus final HTML:
About the role
Join Daily's Premium Meats as an HR Manager at our Salt Lake City location, where you'll be instrumental in shaping our workplace culture, supporting labor relations, and ensuring compliance with labor regulations for a plant of approximately 600 employees. Your expertise will be instrumental in shaping our workplace dynamics, driving change initiatives, and taking on a leadership role while strengthening employee engagement and wellbeing to deliver value-added outcomes. This role will act as the HR Business Partner to plant leadership and sits on the corporate HR team.
Responsibilities
- HR Leadership: Lead, coach and develop the plant HR team. Foster a high-performing, service-oriented function that effectively supports employees, leaders, and the evolving needs of the business.
- Strategic HR Partner Activities: Serve as a dedicated partner to the Plant Manager and liaison between the plant and Corporate Leadership to align HR strategies with overall business objectives, ensuring seamless communication and collaboration to drive organizational success.
- Influential Relationship Building: Develop and foster influential relationships with plant leadership and stakeholders. Position HR as a trusted partner, supporting informed decision-making and prioritizing the well-being of our employees. Ability to create relationships and communicate effectively with all levels of the organization.
- Compliance Oversight: Ensure strict adherence to federal and state