Human Resources Manager, Power Connector

FLSA Status:     Salary/Exempt

Reports To:       Trexon Chief Human Resources Officer; dotted-line to PCI General Manager

Direct Reports:  None

Summary

Power Connector Inc. (“PCI”)’s Human Resources Manager is the sole human resources practitioner, working out of its Ronkonkoma, New York manufacturing location. This position’s primary purpose is to execute on the organization design, human capital, and people infrastructure needs of the organization. This position leverages outstanding analytical, communication and problem-solving skills to promote and develop the workplace, and workforce, through multiple facets of human resources administration.

PCI’s Human Resources Manager is a dynamic, creative, adaptable, emotionally intelligent producer -- with both a service leadership mentality and interpersonal approach, and a strong aptitude for administrative rigor. This position is a natural and diplomatic change agent with strong conceptual thinking, leadership and organization skills. This position enjoys the challenge of working with a diverse, dynamic, and growing organization -- with different and at-times conflicting priorities, communication styles, personality preferences and needs.

This role has an incredible ability to manage projects, timelines, details, and deliverables as a self-motivated, results-driven, solutions-oriented, curious, optimistic, and ambitious professional. This valuable thought partner, support resource and individual contributor demonstrates initiative, problem solving and decision-making skills with sound business and interpersonal judgment.

This position is equal parts tactical and strategic, responsible for shaping the norms of the organization, and its day-to-day human resources responsibilities and activities – including talent acquisition and recruitment; talent growth and development; onboarding and HRIS administration; employee relations and performance management; compensation administration and pre-payroll administration (i.e. reviewing payroll inputs); leaves of absences; and programs around training, education, engagement, and compliance.

 Minimum Qualifications

 This position is an onsite (not remote) position and requires up to 25% travel.

Education:        Bachelor’s degree. Demonstrated ongoing education and certifications desirable.

Experience:      Five (5) years of experience in a dedicated human resources function, in a manufacturing organization – two (2) of which are in a generalist or business partner role.

Knowledge:       Working knowledge of HRIS system administration, benefits, talent acquisition (recruitment and onboarding), employee relations, compensation, and promoting/developing company culture. Demonstrated ability to improve processes, diagnose problems, and navigate complex interpersonal issues towards resolution. Must have working knowledge of New York state labor and wage/hour laws. Bi-lingual fluency in Spanish required. Training will be provided on internal PCI/Trexon processes and systems, as required for this position.

Skills:               Must be detail-oriented, responsive, accessible, self-motivated, and able to work well with diverse internal team members and external points of contact. Must demonstrate strong communication skills, with the ability to present ideas and recommend appropriate courses of action. Must have demonstrated success in positions that require professionalism in supporting and working alongside a diverse group of established and new team members. Must have demonstrated success managing multiple projects and priorities simultaneously; creating company-wide communication; and practicing sound judgment as it relates to matters of significance and confidentiality.

Physical Requirements

The physical demands described here are representative of those that must be met 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 stand, walk, sit, and talk or hear. The employee must occasionally lift and/or move up to twenty-five (25) pounds. The employee must occasionally crouch, stoop, or reach. Specific vision abilities required by this job include close vision, color vision, depth perception and ability to adjust focus. The noise level in the work environment is usually moderate.

Specific Position Duties

Talent Acquisition

• Align recruitment activities and costs against company budget/forecast plans.
• Draft and update job descriptions and postings.
• Drive and generate activity in the candidate market through various talent acquisition channels. Source candidates and present them to the hiring managers/teams. Build and maintain local and digital talent pools.
• Facilitate phone screens and provide comprehensive notes to hiring team for applicable positions.
• Participate in interviews and make hiring recommendations as needed.
• Negotiate salaries within confirmed range for candidates. Draft and manage offer letter process.
• Manage pre-hire processes including background and reference checks if applicable.
• Initiate and facilitate new hire orientation, onboarding, and other hiring processes.

Systems Administration

• Provide a primary point of contact for HRIS administration.
• Provide support and troubleshooting to employees navigating the system.
• Ensure the PCI site/organization data is accurate and comprehensive.
• Ensure the PCI timekeeping and payroll data is ready for processing.

Compensation Administration

• Benchmark salaries for new and existing positions, for internal equity and market alignment, in-line with the PCI budget and compensation philosophies.
• Document, memorialize and update HRIS system when salaries are updated or changed.
• Document and distribute variable compensation agreements for eligible positions.
• Support management/leadership in addressing employees’ questions/concerns around compensation.
• Administer any site-specific incentive programs, including the design/documentation/distribution of plans.

Benefits Administration

• Facilitate the internal marketing/promoting and education of group health/wellness plans with staff.
• Manage onsite Open Enrollment meetings and processes at the close/start of each plan year.
• Audit and reconcile carrier invoices, employee enrollment/elections and employee payroll deductions.
• Process qualifying events and other benefit changes/updates.
• Troubleshoot, liaise, and otherwise provide customer service and advocacy to employees, as it relates to claims issues, reimbursements, confirming coverage, finding a doctor and accessing care.

Leaves of Absences

• Send initial notices and documentation to employees who meet minimum eligibility requirements.
• Respond to employees’ inquiries regarding eligibility, rights, responsibilities, and entitlement to time off.
• Complete all required notices, letters and documentation in the appropriate timelines.
• Coordinate for reasonable accommodations with required documentation, as needed.
• Respond to all state inquiries and verifications as it relates to wage replacement and supplemental state-funded/provided programs.
• Prepare for employees’ return and reinstatement, upon confirming authorization to return to work.

Safety & Workers’ Compensation

• Respond to all incidences of work-related illnesses and injuries, directing employees to the most appropriate course of action.
• Ensure that all incident reports and claims documentation is completed, responded to, filed, and tracked according to regulatory and compliance requirements.
• Explore and discuss possible reasonable accommodations as needed.
• Investigate all known risks and incidences; recommend intervention and resolutions.
• Facilitate safety, hazard, ergonomics, risk prevention and policy-based trainings as needed.

Workforce Development

• Assist in counseling and employee relations meetings.
• Act as a neutral liaison between/among employees and management/leadership in conflict resolution.
• Recommend and implement initiatives around employee engagement and teambuilding.
• Facilitate training, and recommend new training, as needed.
• Administer performance review and appraisal processes.
• Aid in the documentation, recommend language/messaging and support discussions around performance improvement opportunities, including but not limited to documented warnings, performance improvement plans, suspensions, and terminations.
• Receive and field employee grievances. Facilitate or provide support and documentation for investigations.

Compliance

• Ensure site activity, documentation, audit, and practices are aligned with relevant local jurisdiction and federal law, particularly around employment, labor, and wage/hour regulations.
• Maintain requisite internal posting and communication requirements.
• Facilitate, implement, and administer corporate/board requirements and guidance as applicable.

Escalating known and emergent needs promptly, that require intervention and support to Corporate HR for resolution.

Other responsibilities, initiatives and ad-hoc projects as required.

Compensation range: $85,000 - $125,000