Human Resource Coordinator

Key Responsibilities

• Administer the NAP: Ensure the fair, consistent, and compliant administration of the National Attendance Program (NAP) in accordance with the National Agreement, local contractual agreements, and company policy.
• Serve as the on-site Subject Matter Expert (SME) for line management, supervisors, and employees regarding NAP policies, FMLA regulations, Medical Leaves of Absence (MLOA), and bereavement.
• Conduct Corrective Action Hearings: Lead and document formal disciplinary hearings for chargeable absences, notification failures, and tardiness in partnership with line supervisors and UAW representatives.
• Issue Progressive Discipline: Deliver and execute attendance-related disciplinary actions, ranging from initial coaching/written warnings up to and including discharge (termination) for non-compliance with the NAP.
• Deliver Challenging Messages: Confidently navigate difficult, highly sensitive, and emotional conversations with employees regarding their attendance status and employment. De-escalate & Resolve Conflict: Utilize advanced conflict resolution and de-escalation techniques to manage high-pressure situations during disciplinary discussions.
• Labor Relations & Stakeholder Partnership: Union Collaboration: Partner and communicate productively with UAW representatives to address attendance issues, resolve disputes at the earliest step, and ensure adherence to contract procedures.
• Coaching Operations Leaders: Build trusted relationships with operations supervisors and line managers, coaching them on how to have effective, constructive attendance conversations that balance empathy with accountability.
• Grievance Support: Prepare clear, objective, and airtight documentation regarding disciplinary actions to support the company's position in the event of union grievances or legal challenges.
• Reporting & Trends: Analyze plant-wide attendance data (AWOL, late reports, leave utilization trends) to identify patterns and recommend proactive interventions to reduce absenteeism.
• Data Analysis & Offboarding: Administer the 5-Day Quit process for job abandonment cases, ensuring all legal and contractual notices are accurately issued and tracked.

Skills Required

• Conflict Management
• Human Resources Information System (Hris)
• Micrsoft Excel

Experience Required

• Communication Skills: Outstanding verbal and written communication skills. Must have a proven track record of maintaining professional composure, empathy, and authority under pressure.
• Conflict Resolution: Strong ability to resolve conflicts, negotiate mutually acceptable outcomes where appropriate, and deliver tough decisions decisively and professionally.
• Attention to Detail: Excellent organizational skills with the ability to maintain meticulous, legally defensible documentation.
• Union/Labor Relations Experience: Prior experience working in a unionized manufacturing or industrial environment, particularly administering collective bargaining agreements (ideally with the UAW).
• Leave Compliance Knowledge: Familiarity with FMLA, ADA, short-term disability, and state/federal leave regulations.
• Systems Experience: Experience using HRIS, timekeeping, or scheduling software (e.g., TWOS, Oracle, SAP, Kronos).

Education Required

• Bachelor's degree in Human Resources, Labor Relations, Business Administration, or a related field (or an equivalent combination of education and relevant professional experience).