HR Manager

ummary
The Human Resources Manager is responsible for leading the HR team and takes ownership for all HR matters related to personnel for Tooling, Automation and Molding. Duties include managing and developing recruitment strategies, onboarding, training and development, performance reviews and employee relations.

Essential Functions
Qualification for this position is predicated not only on satisfactory performance of
essential duties
as outlined below, but also on compliance with general company policies and procedures and any other duties or projects as assigned. Strict compliance with Company's Attendance Policy is considered an
essential duty and responsibility.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Demonstrates a commitment to the MGS core values in the way work is performed and in your conduct. T.I.P.S. for success (Teamwork, Integrity, Passion, Safety) are the basic elements of how we go about our work.
• Know and follow all of the Company's safety rules, such as safe work practices and standard operating procedures.
• Serve as a good role model to employees for safe work practices and behavior by conducting yourself professionally, keeping in mind your own safety and the safety of others.
• Learn and master all necessary areas of the quality system.
• Follow Good Manufacturing Practices (GMP) and Good Documentation Practices (GDP).

Talent Acquisition

• Manage the staffing process, including recruiting, interviewing, hiring and onboarding.
• Partner with leaders to identify opportunities for new talent, talent upgrade, and employee development.
• Partner with hiring managers to understand business needs and to develop recruitment strategy to source and secure qualified candidates.
• Ensure job descriptions are up to date and compliant with all local, state and federal regulations.
• Ensure cost effective methods and techniques of sourcing are selected.
• Research and build networks of new sources for active and passive candidate recruiting.
• Develop procedures for improving the candidate experience from pre-hire to post-hire.
• Develop working relationships within colleges to aid in recruiting.
• Attend job fairs or other local career events to recruit candidates and build company recognition.

Employee Relations

• Investigate employee relations issues and conflicts, build engagement, and resolve employee concerns effectively. Provide daily support to employees for all questions, concerns, and inquiries, exercising confidentiality and discretion. Document as appropriate.
• Provides day to day performance management guidance to management (coaching, counseling, career development, performance improvement plans).
• Ability to build and maintain positive relationships with colleagues.
• Mentor and coach managers and supervisors regarding personnel practices, policies, and employment law.
• Be an ambassador for employee satisfaction through observation, conversation, and other means.
• Manage site Communication Centers, referral program, Service Award Program, and Employee Recognition programs.
• Administers FMLA programs for CR facility.
• Effectively able to communicate benefits programs, including compensation, insurance, vacation and other personnel packages.

Talent Development

• Partner with leaders on a broad range of HR initiatives and programs in support of our operations, lean initiatives, and career path programs for the CR facility.
• Leverage our core values and guiding behaviors to drive accountability and engagement throughout MGS; strengthen and develop culture and build engagement and positive employee relations strategies.
• Lead 90 day and annual performance management process, talent acquisition, and talent development at exempt and non-exempt levels. Identify and implement processes to improve capability in leaders, managers and employees through training and development initiatives.
• Provide guidance on performance management, career coaching, progressive discipline at the location. Identify, develop, and implement talent processes to improve employee development.
• Support the Operator Onboarding and Development Program for MGS CR Molding.
• Manage the Training Database.
• Identify, develop, and/or implement training programs for managers and employees, including new hire training, skills building programs, shop floor cross training, and training for employee development.
• Drive continuous improvement by evaluating existing processes and focusing on recommendations for improvement of tools, digitization, process controls, etc. and increasing overall efficiency of the HR function.

Policy Administration

• Assist in developing metrics and analyzing trends to develop solutions, programs, and policies
• Assist in researching and making recommendations for opportunities to improve overall HR processes, systems and procedures.
• Suggest and implement innovative and creative ideas for process improvements.
• Ensure accurate and thorough employee information in personnel files, attendance files, and in HRIS software for active and terminated employees.
• Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements, conducting investigations, and maintaining records at MGS facilities.
• Ensure accurate worker's compensation claim reporting and follow up. Prepare and maintain OSHA logs.