Human Resources Coordinator - Ligonier, IN

Summary Description

Manages the day-to-day human resources operations for the Ligonier Plant. The HR Coordinator manages the administration of the HR policies, procedures and programs including facility safety. Originates and leads HR practices and objectives that will provide an employee-oriented, high performance culture.

Major Responsibilities

• Development of the Human Resources Department
• Assists with the development and administration of programs, procedures, and guidelines to help align the workforce with the strategic goals of the company.
• Participates in developing department goals, objectives, and systems.
• Participates in administrative staff meetings and attends other meetings/seminars.
• Assists with the monitoring the annual HR budget.
• Human Resource Information Systems
• Maintains Workday (HCM) for the Ligonier Plant.
• Prepares and analyzes reports that are necessary to carry out the functions of the department and company.
• Processes weekly payroll for Ligonier.
• Partners with accounting and corporate payroll to maintain the payroll data base.
• Training and Development
• Affords assistance with the implementation of the performance management system that includes performance development plans (PDPs), employee development programs and safety programs.
• Affords assistance with the establishment of an in-house employee training system that addresses company training needs including training needs assessment, new employee onboarding, management development, production cross-training, safety, the measurement of training impact, and training transfer.
• Affords assistance with the selection and contracting of external training programs and consultants.
• Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Maintains employee training records.
• Employment
• Manages the recruitment process for hourly and salaried employees using the procedures necessary to recruit and hire a superior workforce.
• Conducts the recruiting planning meetings when needed staff is identified.
• Reviews resumes for all candidates and interview nonexempt candidates for employment.
• Serves on employee selection meetings and the safety committee.
• Partners with Manufacturing Manager to determine staffing needs.
• Performing in-person and phone interviews with hourly candidates.
• Administers appropriate company assessments.
• Administers reference and background checks.
• Makes recommendations to company supervisors.
• Following up on the interview process status.
• Completing timely reports on hourly employment activity.
• Conducting exit interviews on terminating employees.
• Employee Relations
• Affords assistance with the development of Human Resources policies for the company with regard to employee relations and safety.
• Presents Human Resources/Safety policies, procedures, programs and laws to management.
• Recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Participates in the conduct of investigations when employee complaints or concerns are brought forth.
• Advises managers and supervisors about the steps in the progressive discipline system of the company.
• Counsels managers on employment issues.
• Labor Relations
• Understands and effectively execute/implement the collective bargaining agreement at Ligonier.
• Analyzes the impact of the bargaining agreement in order to promote effective plant operations, employee relations and productive labor/management relationships.
• Builds effective and beneficial relationships with the union.
• Maintains an effective and credible rapport with the union.
• Develops and builds strong working/effective alliances with Manufacturing site leadership and union leadership.
• Fully understands the intricacies of labor negotiations and restraints/boundaries around day to day interaction on labor relations issues.
• Safety
• Maintains the Corporate Safety Manual for the site.
• Ensures that site specific programs are written and maintained.
• Assists with the implementation of company safety and health programs.
• Tracks and posts OSHA-required data and files reports.
• Ensures all monthly safety training is completed and documented for all members of the staff.
• Maintains and completes all monthly safety statistics for the facility.
• Actively promotes and engages a culture of safety.
• Supports the implementation of safety initiatives and requirements.
• Administers worker’s compensation process related to medical treatment, cost control and claim adjuster communication.
• Proactively support safety concerns and issues through collaboration with HRBP and operations.
• Ensures proper safety training is provided to new hires and supports training initiatives provided by HRBP.
• Benefits
• Provides day-to-day benefits administration services.
• Affords assistance with any claim issues.
• Develops and schedules benefits onboarding and completes open enrollment annually.
• Reviews and files workers compensation claims in software tracking system (Risx-Facs) and works with Gallagher Bassett on claims management.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
• Legal Compliance
• Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
• Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Organization Development
• Affords assistance with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Affords assistance with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Helps monitor the organization’s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Affords assistance with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.

Qualifications

• High School Degree or GED
• Preferred: Bachelor’s Degree in HR, Business or equivalent
• PHR Certification
• Required: 3 years of HR experience
• Preferred: 5 plus years of HR leadership experience

Skills

• General knowledge of employment laws and practices.
• Experience In Workers Compensation Claim Processing And Legalities.
• Excellent computer skills in a Microsoft Office environment.
• Effective oral and written communication.
• Excellent interpersonal and coaching skills.
• Evidence of the practice of a high level of confidentiality.
• Excellent organizational skills.