DescriptionTo perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Reasonable accommodation may be made, upon request, to enable individuals with disabilities to perform the essential functions.· Responsible for Talent Acquisition, Onboarding, and Retention while following all Federal, Local and Company requirements· Responsible along with leadership team for all Employee relations· Train site leadership on HR systems and practices· Oversee the execution of the Performance Management Process· Provide input to and support Total Rewards, Compensation and Benefit Programs· Evaluate current and future workforce needs using data analytics and direct contact with Leadership, production, and scheduling teams.· Identify training and development opportunities and support the implementation of improvement plans through coaching and feedback· Ensure HR systems maintain integrity and data accuracy· Support the culture and core values, drive engagement and overall positive employee experience through strong change management and communication· Lead, manage team including performance, goals, and all personnel processes· All other duties as assignedSalary Range: $90K - $118K, DOEQualificationsBehaviorsPreferred
Enthusiastic: Shows intense and eager enjoyment and interest
Functional Expert: Considered a thought leader on a subject
Leader: Inspires teammates to follow them
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
MotivationsPreferred
Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
Equal Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)Job Category: Human ResourcesFull-Time
