Human Resources Manager

We need to output HTML fragment with sections: headings

for sections like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: About Woodbridge (company description), Woodbridge Culture, What's in it for you? (benefits), Responsibilities (detailed), Qualifications (list). Also Pay Range mentioned but no actual numbers; "Pay Range" heading but no value. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Benefits: "What's in it for you?" includes Competitive Compensation & Benefits Plan, Defined Contribution Plan..., Flexible Working Hours, Employee Assistance Program..., Continuous Learning Culture. That's benefits. So we can include Benefits section. Pay: they mention "Pay Range" but no actual range; it's just heading. Should we include Pay? The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. Since they only have "Pay Range" label but no actual range, we should not include Pay section. Schedule: not mentioned. So omit Pay and Schedule. We need to use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We must not repeat job title as heading. No Job ID/requisition numbers as headings; fold minor metadata into short

  or drop it. So we could include a short

  for Legal Entity and Requisition ID maybe as metadata. But we could drop it. Probably better to include a short paragraph with that info. We need to preserve all substantive information; do not invent or summarize away detail. Remove boilerplate like EEO etc. So we need to strip the EEO paragraph at end. We need to include sections: About the role? The posting includes "About Woodbridge" and "Woodbridge Culture" and "What's in it for you?" maybe those map to About the role? Actually "About the role" is typical heading for role description. But we have no explicit "About the role" section; we have company description and culture. Could combine into About the role? The instruction: use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we should use those exact headings when appropriate. If we have content that matches those headings, we use them. For company description and culture, maybe that fits "About the role"? But it's about the company, not role. However we could still use "About the role" heading and put company description there? Might be okay but could be considered filler? The instruction: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text. So if we put "About the role" heading, we need to have content about the role. The posting does not have a explicit role summary besides responsibilities etc. But we could treat the first paragraphs as "About the role" describing the company and culture as context for role. Might be acceptable. Alternatively we could omit About the role and start with Responsibilities, Qualifications, Benefits. But the instruction says prefer a few substantive sections over many thin ones. We have Responsibilities, Qualifications, Benefits. That's three sections. Could also include "About the role" as a brief intro. Might be okay. We need to preserve all substantive information: includes details about Woodbridge, culture, awards, benefits, responsibilities (many bullet-like paragraphs), qualifications (list). We need to convert paragraphs into

  and lists into

  • . For responsibilities, there are many sentences each starting with a bold heading like "Leadership:", "Health, Safety & Environment", etc. Those are subheadings within responsibilities. Should we treat them as separate headings? The instruction only says use

    for section headings (like About the role, Responsibilities...). It doesn't forbid using other headings like

    or . But we should keep structure simple: maybe we keep responsibilities as a

    with each duty as
    • . However the responsibilities are grouped under headings; we could keep those headings as inside
    • or as

      with bold. But we must not invent new headings beyond allowed? Not explicitly forbidden. Safer to keep responsibilities as a

      • each duty as a sentence, preserving the subheadings as part of the text. Similarly qualifications: list of items separated by periods. Could turn into
        • . Benefits: list of items: Competitive Compensation & Benefits Plan, Defined Contribution Plan..., Flexible Working Hours, Employee Assistance Program..., Continuous Learning Culture. Could be
          • . We also need to include maybe a short paragraph for Legal Entity and Requisition ID. Could be a

            at top. We must not include EEO boilerplate. So remove that paragraph. Now craft HTML. Start with maybe a

            for metadata: "Legal Entity: Olympic Products LLC | Requisition ID: 4162". Then sections. Section About the role: include company description and culture paragraphs. Let's extract About Woodbridge paragraph: "We are innovators using advanced technology to manufacture next generation products. We are pioneers in foam technology science and provide our products to customers in multiple industries. We are a global team of over 7,000 teammates strong who are laser focused on quality, collaboration, and a commitment to sustainability. We are proud to give back to the communities in which we live and work through our Woodbridge Cares programs that serves communities around the world through volunteerism and philanthropy. We are a people centric organization that has been awarded numerous recognitions for our commitment to manufacturing excellence and innovation. Join us and be part of a team that is shaping the future of foam technology." Then Woodbridge Culture paragraph: "Woodbridge takes immense pride in its robust corporate (think people first, innovation, lets get to it, manufacturing focused) culture, which serves our customers, Teammates, and the world. We're thrilled to share that in 2024, Woodbridge has been awarded Deloitte’s Best Managed designation for eight consecutive years. This accolade is not just an award; it’s a testament to our unwavering commitment to excellence and innovation, inspiring you to be a part of our journey!" We could combine into one

            or two. Then Benefits section: list. Benefits items: - Competitive Compensation & Benefits Plan - Defined Contribution Plan with additional company match – Automatic company contribution to a top quartile retirement savings plan with more incentives to match - Flexible Working Hours - Employee Assistance Program with free access to health and wellness coaches - Continuous Learning Culture – We believe in Upskilling & Internal Promotions! We need to preserve detail. So each as

          • . Responsibilities: many bullet-like paragraphs each starting with a heading like "Leadership:", "Health, Safety & Environment", etc. We'll make each as
          • preserving the heading text. Let's list them: Leadership: As a key member of the Plant Management Team, the Human Resources Manager is expected to contribute at an operational level by providing value in all areas of Human Resources.Supports business strategy and objectives through the execution of end-to-end HR solutions and delivery of corporate initiatives ensuring that the working environment is conducive to high levels of teammate engagement and commitment.Participates fully as part of the plant/site leadership team and acts as advisor to the Plant Manager. In addition to remaining current with all applicable country, federal, and municipal laws and regulations, this role requires the individual to adhere to and enforce all established Company policies and procedures.Provides leadership and direction to all teammates by providing coaching and interpretation to complex employee relations issues to develop problem resolution solutions and improved teammate performance.Participate in Local Human Resources community to network and benchmark best labor/employment practices and understand local issues and trends.Partners with the business to achieve its objectives by identifying human resources and organizational development issues and by leading the analysis and diagnosis of client needs.Design and/or reinforce application/implementation of site-specific HR policies, standards and procedure taking into account the organizations vision, mission and values, legislative requirements and industry best practices, notifying plant manager and functional manager of non-compliance.Track and provide analysis and subsequent improvement plans with respect to HR metrics and plant KPIs. Health, Safety & Environment: Implement and maintain all requirements for the HS&E Standards assigned to them by the senior site manager.Manage teammate injury claims from the time they are reported to the teammate’s return to work on their pre-injury duties.Report all injury claims and HS&E statistics per Corporate and regulatory requirements.Maintain records of injuries, illnesses and workers’ compensation.Be a constant advocate of responsible management of all health, safety and environmental issues.Understand the health and safety responsibilities of the employer, managers, supervisors and teammates within the facility.Establish administrative procedures that encourage all teammates to report unsafe conditions and unsafe practices to their supervisors without fear of being disciplined.Provide advice to teammates and the management team in matters of occupational health and safety.Act as the facility liaison for regulatory visits/inspections as the need arises.Be accountable for all HS&E goals/objectives assigned to them by Corporate and/or the senior site manager.Assist with revisions/updates of plant HS&E Procedures, as necessary. Labour Management & Teammate Relations: Provide responsible leadership and direction to create a teammate/management environment that promotes an effective constructive working relationship. Provides firm, fair and consistent application of labor management practices to resolve issues and problems through workable solutions in a professional and timely manner.Promote positive teammate relations and interactions. Training & Development: Develop and implement training matrices and plans based on training needs for all teammates in conjunction with department heads per IATF16949 requirements, HSE requirements and TWI methodology.Deliver in-house training as needed per local regulations or corporate compliance. Interface with corporate Talent and Organizational development center of excellence. Recruitment & Selection: Facilitate screening, testing, interviewing and the selection process for all available positions in conjunction with hiring manager.Maintain applicant and talent pool in compliance with all regulatory boards (incl. EEOC in USA), leveraging internal applicate tracking system when applicable.Administer and coordinate Orientation/Onboarding for newly hired and transferred teammates in partnership with hiring manager. Performance And Talent Management: Provides guidance to management team to ensure performance promotes the overall plant effectiveness. Responsible to administer and oversee Woodbridge Performance Management and Development System.Responsible to deploy the talent management model and associated tools (incl. 9 Box) to identify high potentials and ensure associated development plans are in place. Total Rewards: Maintains an understanding of regional salary, wage and benefit trends to ensure that Corporate programs remain competitive and compliant.Provides support and alignment to Corporate Total Rewards programs to ensure consistent and timely delivery.Oversees the Total Rewards enrollment process, record keeping and materials distribution, utilizing the HRIS and other corporate approved information sources.Provide feedback to Corporate Total Rewards on the quality, service levels and programs of service providers for benefit and retirement programs Engagement/Woodbridge Production System/Communication: Participate in the development & execution of action plans with the plant leaders and provides guidance on feedback where required including best practices and procedures.Foster effective two-way communication on a timely and consistent basis from and to all teammates. We need to keep each as
          • . Might be long but okay. Qualifications: list items: - Bachelor’s degree, Professional Human Resources Designation - Five (5) or more years’ experience in a similar role within the manufacturing industry, specifically automotive is desirable. - Solid understanding of all facets of HR management with the ability to persuade and influence decision makers at multiple organizational levels. - Proven experience working in a matrix global organization with a strong business acumen. - Working knowledge of payroll and HRIS systems would be an asset. - Understanding of technical concepts, and ability or willingness to learn technical skills. - Excellent verbal and written communication skills and end-user training ability. We'll make
            • . Now produce HTML. We must not include or . Just fragment. Let's construct:

              Legal Entity: Olympic