HR Manager, US

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Remove boilerplate, navigation, legal, EEO, etc. Must preserve all substantive info. We need to parse the posting. Content: - Intro about Ontex: description of company, mission, etc. Could be "About the role"? Actually "About the role" maybe includes description of role purpose. The posting includes "Job Purpose" paragraph. Also description of company at start. Could be considered "About the role" or maybe "About the company". But we only have allowed headings; we can use "About the role" to include job purpose and maybe overview. - Responsibilities: many bullet-like paragraphs under "Main Responsibilities And Key Tasks" with subheadings: Strategy, Goals And Budget; Recruitment; Talent Management & Business Partnership; Training And Development; HR Operations And Compliance; Payroll And Time And Attendance; Disciplinary Action / Investigations; Compensation & Benefits; Policies And Procedures; Job Requirements? Actually that's separate. We need to extract responsibilities as list items (

• ). Should we group by subheadings? Probably just list each responsibility as separate
• . Could also embed subheadings inside
• but not required. We'll output
  • for each duty. - Requirements: "Job Requirements" section includes bullet list: Bachelor’s degree. Desirable Master’s Degree in HR Management; At least 7 years of experience in HR and 2 years as a manager; PHR/SHRM-CP certifications is a plus; Thorough knowledge of U.S. employment laws and regulations; Previous experience in the manufacturing industry; Desirable experience working for an international company; Excellent English verbal and written communication skills; Proficiency in MS Office. Success Factors experience is a plus. We could treat these as Requirements. Also "Job complexity and challenges" maybe part of Requirements? Could be considered "Qualifications"? Actually we have headings: Requirements, Qualifications, Skills. We need to decide where each piece goes. We have "Job Requirements" (education, experience, certifications). Then "Job complexity and challenges" includes things like aligning processes, navigating multinational, search for specialists, global mobility, resolve issues, rapidly changing environment, budget management, influencing skills, experience on social accountability, international standards, people management skills, embrace values. Those could be considered "Qualifications" or "Skills". Then "Competencies" list: HR Expertise, Communication, Interpersonal skills, Agility, Flexibility, Leadership. Those are skills. Thus we can map: - About the role: include company overview and job purpose paragraph. - Responsibilities: list of duties from Main Responsibilities And Key Tasks (including sub-items). We'll produce list items. - Requirements: education, experience, certifications, knowledge of US employment laws, manufacturing experience, international company experience, English communication, MS Office proficiency, Success Factors experience (maybe as plus). We'll list. - Qualifications: maybe the "Job complexity and challenges" bullet points (these are more like qualifications/experience needed). We'll list. - Skills: the Competencies list (HR Expertise, Communication, Interpersonal skills, Agility, Flexibility, Leadership). Also maybe "Excellent influencing, interpersonal and communication skills" already covered. - Benefits, Pay, Schedule: The posting does not mention any specific benefits, pay, or schedule. So we must NOT include those sections. We must not include filler like "commensurate with experience". Not present. We must not include boilerplate like "If you're passionate about the role..." etc. That's application instructions; we must remove. Also remove contact email line? That's application instruction; remove. Also remove "Here for you. ontex.com" etc. Now produce HTML:

    About the role

    At Ontex, we are making everyday life easier across generations. Worldwide our 5,500 colleagues are taking pride in their work, guided by our values – Passion, Reliability, Integrity, Drive and Everyone. Every day they are developing, producing, and distributing affordable and sustainable baby, woman and adult personal care products. As a leading international provider of personal hygiene solutions for retailer brands and healthcare partners, founded in Belgium in 1979 and listed on Euronext Brussels, we believe that innovation should be accessible to everyone. As we continue being 'Here for you’, we’re looking for a HR Manager, US to join our HR team. The HR Manager is responsible for translating Ontex HR strategy into local HR practices to support the organization in attaining strategic priorities and business objectives. Thus enabling Ontex to win in the marketplace. As part of the Stokesdale, NC management team, this position will build strong partnerships with all stakeholders (Managers, Employees, vendors and community) to ensure the HR function delivers proactive, value-added services to the business. To this end, the HR Manager is expected to establish themselves as a strong business partner by proactively developing programs, policies, practices and action plans to ensure all aspects of Ontex strategy pertaining to employee relations is successful. The Human Resources Manager is responsible for the full “life cycle” of an employee’s employment at Ontex. Overseeing all policies, programs and practices affecting employees and plant culture. Ensure leaders are appropriately applying policies and practices to foster an inclusive, engaged and empowered workforce encompassing the Ontex PRIDE values.

    Then Responsibilities:

    Responsibilities

    • Strategy, Goals And Budget: Create, deploy and manage an HR roadmap for the unit which incorporates global initiatives and specific to local HR initiatives supporting the execution of the local business strategy/plan. Partner with plant management to develop annual performance goals and development opportunities. Manage the annual performance evaluation process, including calibration or ratings, the link of performance ratings to merit and bonus administration. Develop, manage and administer annual headcount budget
    • Recruitment: Partner with local leadership to recruit talent while ensuring the local organization is lean, efficient and best adapted to meet the staffing needs of the plant to ensure achievement of the plants goals. Enhance employer branding turning Ontex into an employer of choice in the region. Ensure Recruitment plan is built in accordance with plant production schedule and staffing needs. Provides guidance on workforce planning and work schedules.
    • Talent Management & Business Partnership: Actively conduct the talent cycle: performance management, talent review, succession planning, etc. Partner with Line Management to provide HR guidance (e.g., coaching, counselling, career development, disciplinary actions), supporting leaders with all employee-related matters. Work closely with management to improve work relationships, build morale and engagement, and increase productivity and retention. Schedule and conduct implement employee engagement surveys, internal communication initiatives, and events. Build and implement action plan to address issues identified in annual employee engagement survey. Drive the local DE&I agenda to improve in areas considered priorities for the company.
    • Training And Development: Manage the onboarding and training program for new hires. Establish and execute a training plan to strengthen the capabilities needed to support the business plan. Contribute to the growth and development of all members of the team with a strong focus on leadership development. Work with plant leadership to develop individual development / training plans for emerging leaders.
    • HR Operations And Compliance: Maintain a high level of knowledge of local labor law requirements reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Manage and resolve employee issues; conduct effective, thorough, and objective investigations. Ensure compliance of all internal processes, procedures, and documents with local labor laws. Responsible for overseeing coordination of domestic and international relocations, and administration of work visas related to staffing of the Stokesdale Plant
    • Payroll And Time And Attendance: Responsible for all aspects of personnel administration: payroll, benefits, time management system, etc. Provide updated HR KPIs and reports. Ensure timely and correct personnel and payroll administration (including time registration)
    • Disciplinary Action / Investigations: Oversee the progressive disciplinary action process Manage and resolve employee issues; conduct effective, thorough, and objective investigations. Partnering with Management, administrator appropriate disciplinary action consistent with past practice and the issue at hand. Ensure documentation is maintained and all violations and actions taken in response are recorded in detail.
    • Compensation & Benefits: Analyze local market trends and metrics to develop solutions, programs and policies in partnership with the HR Group. Manage employee salaries and benefits according to the Ontex Compensation and Benefits system and the local market, ensuring the competitiveness of the company.
    • Policies And Procedures: Create, implement and administer appropriate policies and procedures. Ensure all employees leaving the organization have documented exit interviews.
    • Job Requirements: Drive Organizational Success: Create alignment throughout the organization by ensuring goals are defined, communicated and cascaded throughout the organization. Build cooperative relationships throughout the organization, between employees and leaders, teams, functions and departments. Communicate expectations through SMART goals, train to empower employees, hold employees and leader accountable and strive to celebrate successes.
    But note "Job Requirements" appears as a responsibility? Actually that's a separate heading; we mis-copied. The last bullet under Main Responsibilities And Key Tasks is "Drive Organizational Success". So we should not label as Job Requirements. We'll adjust. Thus the last bullet: Drive Organizational Success: Create alignment throughout the organization by ensuring goals are defined, communicated and cascaded throughout the organization. Build cooperative relationships throughout the organization, between employees and leaders, teams, functions and departments. Communicate expectations through SMART goals, train to empower employees, hold employees and leader accountable and strive to celebrate successes. Now Requirements section:

    Requirements

    • Bachelor’s degree. Desirable Master’s Degree in HR Management
    • At least 7 years of experience in HR and 2 years as a manager
    • PHR/SHRM-CP certifications is a plus
    • Thorough knowledge of U.S. employment laws and regulations
    • Previous experience in the manufacturing industry
    • Desirable experience working for an international company
    • Excellent English verbal and written communication skills
    • Proficiency in MS Office
    • Success Factors experience is a plus
    Qualifications section (Job complexity and challenges):

    Qualifications

    • Aligning and streamlining processes in support of Stokesdale Plant Goals and values.
    • Know how to navigate through a multinational company with many international standards.
    • Search for specialists throughout the country if not available locally.
    • Global mobility responsibility for cases related to the unit.
    • Must effectively resolve issues in a timely fashion (sometimes with limited information and/or resources), and while creating calibration and alignment with the team.
    • A rapidly changing, growth environment, with a need for standardization, processes and policies that create consistency without “stifling” entrepreneurship and growth.
    • Budget management and cost efficiency awareness
    • Excellent influencing, interpersonal and communication skills
    • Experience on social accountability, international standards.
    • People management skills
    • Embrace and promote company values
    • . Now Skills section (Competencies):

      Skills

      • HR Expertise: Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies.
      • Communication: Excellent verbal and written communication skills.
      • Interpersonal skills: Ability to interact effectively and build trust with all levels in the organization knowing how to keep confidential information.
      • Agility: Ability to prioritize, manage time effectively, and escalate issues appropriately.
      • Flexibility: Adaptability to deal with a changing environment and quickly readjust the course.
      • Leadership: Ability to lead, guide and coach people through influencing, mentoring and coaching skills.
      We