• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings. Recruits, interviews, hires, and trains new staff in the department.
• Monthly Reporting HR KPI's Absenteeism, Turnover, Training, Retention, personal hours, headcount, attendance tracker.
• Develop and administer departmental budget.

Compensation

• Reviews and approves payroll
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Conducts internal and market compensation analyses to determine target new hire wages/salaries and competitive wage rate.
• Coordinates Temp Agencies to assure staffing and cost needs.
• Coordinate annual increase process.
• Develops the training strategy by creating learning and development programs and initiatives that provide internal development opportunities for employees.
• Plans and conducts new employee orientation to foster positive attitude toward company goals.
• Delivers new hire orientations and ensures all new hire paperwork is completed and filed.

Compliance

• Oversees employee disciplinary meetings, terminations, and investigations.
• Establish and maintain fair and consistent employee relations policies supporting our company culture and vision.  Maintain an environment free of illicit drugs and harassment of any kind.
• Responsible for termination and discharge of any Berry employee and oversee unemployment hearings for the Syracuse plant.
• Oversee employee relations, including conflict resolution, counseling and disciplinary actions.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Establish and maintain fair and consistent employee relations policies supporting our company culture and vision.  Maintain an environment free of illicit drugs and harassment of any kind.
• Assist EH&S Manager in reviewing local plant safety issues; coordinate with EH&S Manager and supervisors to resolve on the job injury issues, ie light duty.

Employee Engagement

• Coordinate birthday recognition campaigns with selected vendor
• Organize company events (Holiday Party, potlucks, monthly engagement activities, picnics, etc)
• Coordinate annual and quarterly recognition program (Diamond and GEM Employees)
• Coordinate Seniority recognition program

Coordinates employee performance management processes.

• Counsels management on action to be taken in regards to employee performance and misconduct related issues and creates and delivers disciplinary warnings along with management.
• Provides constructive and timely performance evaluations.
• Support and maintain all policies of the company including but not limited to SQF/BRC Standards, Health and Safety Requirements, Continuous Improvement, and standard work procedures.

Supervisory Responsibilities:

Supervisory responsibility for the administrative staff.

Qualifications:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  The requirements listed below are representative of the knowledge, skill and/or ability required.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

BS Degree in Human Resource or equivalent with a minimum of five (5) years experience in a manufacturing environment.

Certification:

PHR/SHRM-CP or equivalent preferred

Language Skills:

Ability to read and comprehend instructions, correspondence and memos.  Ability to write policies and procedures.  Ability to effectively present information in one-on-one, small and large group situations to customers, clients and other employees in the organization.

Mathematical Skills:

Ability to work with mathematical concepts, such as probability and statistical inference, and financial data as it pertains to plant staffing and function.  Ability to apply concepts such as fractions, percentages, ratios and proportions to practical solutions.

Reasoning Ability:

Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form.  Ability to deal with problems in varying situations.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

While performing the duties of this job, the employee is regularly required to sit and talk or hear.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing essential functions of this job.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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