Manager, Human Resources

We need to output HTML fragment with sections: Use

for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. Must not repeat job title as heading. Must not include Job ID etc. Remove boilerplate like EEO, etc. Must preserve all substantive info. We need to parse the posting. Content: Intro: At CNG, we are owners... (mission). "Why Join CNG?" bullet points: Employee Ownership, Work-Life Balance, Career Growth, Purpose-Driven Work. Then "The Role" paragraph. Then "Schedule : Monday-Friday, Onsite Location: Lexington, OH" Then "What You'll Do" with subheadings: Advisory Services Leadership, Employee Relations, Talent Management, Compliance & Administration, HR Program Implementation. Under each bullet points. Then "What You’ll Bring Essential Qualifications:" list. Then "Compensation & Benefits Total Rewards:" list. Then "Ready to Own Your Future?" paragraph. Then EEO statement (remove). We need to map to sections: About the role (maybe the intro about company and why join). Responsibilities (What You'll Do). Requirements (maybe location/schedule? Actually schedule is separate). Qualifications (What You'll Bring). Skills (maybe part of qualifications). Benefits (Compensation & Benefits). Pay (maybe not explicit; they mention performance-based bonuses but not salary). Schedule (Monday-Friday, Onsite Location). We should only include sections with real specific content. Let's extract: About the role: Could combine the introductory paragraphs: "At CNG, we are owners..." and "Why Join CNG?" bullet points. Also "The Role" paragraph. That seems appropriate. Responsibilities: The "What You'll Do" sections with bullet points. Requirements: Might include location? Actually location is schedule? But schedule is separate. Requirements could be "Essential Qualifications". But we have Qualifications section for that. Requirements maybe for mandatory items like "3+ years of general HR experience..." etc. But we can treat Qualifications as that. The instructions say we can have sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which to use. We have: Essential Qualifications (list). That's qualifications. Skills maybe part of that list (interpersonal, communication, etc). Could separate Skills but we can combine into Qualifications. We have Compensation & Benefits list: Employee Ownership, medical/dental/vision, Holiday Pay, Paid vacation, 401(k) match, Performance-based bonuses, Tuition reimbursement, Career advancement opportunities. We have Schedule: Monday-Friday, Onsite Location: Lexington, OH. We have Pay: Not explicitly given a salary range. They mention performance-based bonuses but not base pay. According to rule: never create Pay/Schedule/Benefits sections unless posting actually states them. Pay not stated (no salary). So we should NOT include Pay section. Benefits: we have details, so include Benefits section. Schedule: we have Monday-Friday, Onsite Location: Lexington, OH. So include Schedule section. Requirements: maybe we can include location? But location already in schedule. Could include "Onsite Location: Lexington, OH" as part of schedule. Requirements could be things like "Bachelor's degree..." etc but those are qualifications. The distinction is fuzzy. We could put Requirements empty? Better to omit Requirements if not distinct. The instruction: Prefer a few substantive sections over many thin ones. So we can combine Requirements and Qualifications into one Qualifications section. Or we could have Requirements for mandatory items like "3+ years of general HR experience..." and Qualifications for preferred? But we can just have Qualifications. Skills: we could extract interpersonal, communication, conflict resolution, problem-solving, HRIS proficiency, Microsoft Office. Could be a Skills section. But we could also include them in Qualifications. To avoid thin sections, maybe combine. Thus sections: About the role, Responsibilities, Qualifications, Benefits, Schedule. Check if any other: maybe "Employee Ownership" appears both in Why Join and Benefits. That's fine. Now we need to format. Use

for each section heading. Inside each section, use

for prose,

• for lists. We must preserve all substantive information; do not invent or summarize away detail. We need to include all bullet points from "Why Join CNG?" as part of About the role maybe as a list. Also include "The Role" paragraph. Let's extract exact text: Intro: "At CNG, we are owners. We empower every individual to make a significant impact — because every moment matters. Whether you’re starting your career journey or aiming for the next level, we foster a supportive environment where your contributions are valued and celebrated." "Why Join CNG?" bullet points: - Employee Ownership: Every employee receives equity shares, enabling you to participate in our company's growth and prosperity. - Work-Life Balance: We support true work-life integration for all CNG employee owners. - Career Growth: Advance your career within our expanding network of manufacturing facilities with comprehensive training and development programs. - Purpose-Driven Work: Help create sustainable packaging solutions that reduce food waste and protect our environment for future generations. "The Role" paragraph: "From supporting internal teams to developing next-gen materials, our professional roles span strategy, innovation, and purpose. At CNG, you’ll do work that matters—and own it all." Schedule line: "Schedule : Monday-Friday, Onsite Location: Lexington, OH" Now "What You'll Do" sections: Advisory Services Leadership: - Provide coaching and guidance to managers on employee relations, performance management, and team development - Develop and empower leaders to be the first line of communication with employees, ensuring effective direct manager-employee relationships - Identify workforce trends and recommend solutions to address current and future organizational needs - Interpret employee engagement data for assigned site. Partner with leaders to enable them to drive their own action plans related to improving employee engagement. Employee Relations: - Manage employee relations issues, including investigations, conflict resolution, and disciplinary actions - Conduct regular floor walks to maintain visibility and build relationships with employees - Foster a positive work environment that promotes employee engagement and retention - Support communication between management and employees Talent Management: - Partner with leaders to identify and understand current and future talent needs, developing strategic recruitment plans in collaboration with the Talent Acquisition team to attract and secure qualified candidates. - Conduct new hire orientation and ensure smooth onboarding processes - Support performance management processes, including goal setting, reviews, and development planning - Assess workforce skill gaps and partner with the Culture and Employee Experience team to develop targeted learning programs that address business needs - Support managers with succession planning and career development initiatives - Conducting interviews throughout the employee lifecycle to drive understanding of culture, retention, and engagement. Compliance & Administration: - Ensure compliance with federal, state, and local employment laws and regulations - Responsible for ensuring the accuracy of employee information by utilizing the shared services to maintain and update employee databases. Provides management with relevant reports as needed. - Support annual benefit enrollment processes - Coordinate compliance training programs for managers and employees - Provide audit support for internal and external HR-related audits HR Program Implementation: - Implement corporate HR initiatives at the site level - Provide feedback to HR subject matter experts on program effectiveness and site-specific needs - Support change management efforts during organizational transitions Now "What You’ll Bring Essential Qualifications:" list: - 3+ years of general HR experience, with 2 years in a manufacturing or relatable industry preferred - Bachelor's degree in Human Resources, Business Administration, or related field or equivalent years of experience - Strong knowledge of employment laws and HR best practices - Experience with employee relations, recruitment, and performance management - Excellent interpersonal, communication, and conflict resolution skills - Ability to build trust and credibility with employees at all levels - Problem-solving abilities and sound judgment - Proficiency with HRIS systems and Microsoft Office suite Now "Compensation & Benefits Total Rewards:" list: - Employee Ownership – Become a company owner day 1! - Full medical, dental, and vision insurance upon hire - Holiday Pay - Paid vacation - 401(k) with company match - Performance-based bonuses - Tuition reimbursement - Career advancement opportunities across 18+ facilities Now "Ready to Own Your Future?" paragraph: "Ready to Own Your Future? Join a team where every voice matters, every contribution counts, and every employee shares in our success." We should include that as part of About the role maybe after benefits? Actually it's a call to action; could be part of About the role or separate. But we can include in About the role as concluding paragraph. Now we need to output HTML fragment only. Structure:

  About the role

  At CNG, we are owners. We empower every individual to make a significant impact — because every moment matters. Whether you’re starting your career journey or aiming for the next level, we foster a supportive environment where your contributions are valued and celebrated.

  • Employee Ownership: Every employee receives equity shares, enabling you to participate in our company's growth and prosperity.
  • Work-Life Balance: We support true work-life integration for all CNG employee owners.
  • Career Growth: Advance your career within our expanding network of manufacturing facilities with comprehensive training and development programs.
  • Purpose-Driven Work: Help create sustainable packaging solutions that reduce food waste and protect our environment for future generations.

  From supporting internal teams to developing next-gen materials, our professional roles span strategy, innovation, and purpose. At CNG, you’ll do work that matters—and own it all.

  Ready to Own Your Future? Join a team where every voice matters, every contribution counts, and every employee shares in our success.

  Then Responsibilities:

  Responsibilities

  • Advisory Services Leadership
    • Provide coaching and guidance to managers on employee relations, performance management, and team development
    • Develop and empower leaders to be the first line of communication with employees, ensuring effective direct manager-employee relationships
    • Identify workforce trends and recommend solutions to address current and future organizational needs
    • Interpret employee engagement data for assigned site. Partner with leaders to enable them to drive their own action plans related to improving employee engagement.
  • Employee Relations
    • Manage employee relations issues, including investigations, conflict resolution, and disciplinary actions
    • Conduct regular floor walks to maintain visibility and build relationships with employees
    • Foster a positive work environment that promotes employee engagement and retention
    • Support communication between management and employees
  • Talent Management
    • Partner with leaders to identify and understand current and future talent needs, developing strategic recruitment plans in collaboration with the Talent Acquisition team to attract and secure qualified candidates.
    • Conduct new hire orientation and ensure smooth onboarding processes
    • Support performance management processes, including goal setting, reviews, and development planning
    • Assess workforce skill gaps and partner with the Culture and Employee Experience team to develop targeted learning programs that address business needs
    • Support managers with succession planning and career development initiatives
    • Conducting interviews throughout the employee lifecycle to drive understanding of culture, retention, and engagement.
  • Compliance & Administration
    • Ensure compliance with federal, state, and local employment laws and regulations
    • Responsible for ensuring the accuracy of employee information by utilizing the shared services to maintain and update employee databases. Provides management with relevant reports as needed.
    • Support annual benefit enrollment processes
    • Coordinate compliance training programs for managers and employees
    • Provide audit support for internal and external HR-related audits
  • HR Program Implementation