POSITION PURPOSE: The Human Resources Manager functions as an important member of the Manufacturing Plant Leadership Team. In conjunction with senior management, develops and implements plant Policies and Procedures consistent with corporate and regional policies to assure consistent and positive employee relations. Assists in planning and organizing the labor force to effectively meet company objectives. Implements and supports training initiatives including supervisory and new hire training and On-Boarding programs. Develops and\/or administers wage, salary and benefit programs following company philosophy. Establishes and directs company safety, loss control and occupational health programs in compliance with local, state and federal safety and health requirements.\n
\nCRITICAL INFORMATION:\n
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Reports To: General Manager and Regional HR Director\n

Functional Peers: None\n

Organization Peers: Controller, Production Manager, Materials Manager, Sales Manager, Service Manager, and other GM direct reports,\n

Key Relationships: Federal and State Agencies, All Plant Employees, Local Employers and Employer Associations, Manufacturing Plant Management Team, supervisory Teams, Corporate HR\n

Titles of Direct\n

Possible Reports: Human Resources Admin, Payroll Clerk, Receptionist,\n

Safety\/Environmental\n
\nESSENTIAL JOB ACCOUNTABILITIES\n\nStaffing and Employee Utilization\n\n\nManage the staffing process by identifying sources for potential employees, screening, interviewing, scheduling reference and background investigations and drug screens, extending job offers in conformance with Champion policies and procedures and federal, state, and local laws and\nDevelop, implement and manage a progressive, comprehensive On-Boarding program to orient newly hired EEs and increase\nManage and maintain an Affirmative Action Plan (AAP), if required, to achieve established goals and\nIdentify causes of turnover, develop and implement retention strategies\nBecome the resident expert on plant human resource policies and procedures to aid and guide supervisors and managers to correctly interpret the requirements and processes including, but not limited to: terminations, lay-offs, recall from lay-off, job postings, promotions, attendance control, disciplinary practices and vacation scheduling. Controls and maintains bulletin boards and internal communication processes in order to comply with Champion Policies & Procedures and any regulatory\n\n
\n2. Worker Compensation, Safety and Loss Control\n\nCoordinate Worker Compensation, Safety and Loss Control activities with Corporate Risk Management\n\n\nManage Worker Compensation Administrator, other insurance carriers and primary care medical providers to ensure that all industrial accident cases are resolved in a timely\nTrain management personnel to recognize the importance of proper industrial accident filing procedures. Accident investigations to be performed as a preventive measure as well as a post injury\nEnsure OSHA logs and State workers' compensation filing requirements are complied\nImplement and direct a comprehensive company safety program in consultation with senior management.\nCoordinate and manage the activities of the Safety Committee to promote employee participation and cooperation with outside safety and health agencies in achieving a safe working environment for all\nSchedule and supervise the routine inspection findings to appropriate management personnel for proper follow-up corrective\nManage First Aid stations and supplies, Emergency Medical Transportation plan and Process, periodic hearing and pulmonary testing and related\n\n
\n3. Employee Relations and Communications\n\nMaintain Employee Relations programs, practices and procedures which provide the basis for fair and equitable treatment of our employees, working conditions, wage, benefits, and other reasonable employee relations activities designed to create a positive labor environment and make the efforts of organized labor at the manufacturing plant unnecessary and undesirable. Constantly be aware of and talk with management regarding union activity in the region and alert management to unionization early warning\n\n
\n4. Compensation and Benefits\n\nConduct or participate in periodic wage and benefit surveys among local employers. Based on findings make recommendations to support changes in policy, practice and rates of pay for employment levels excluding\nPrepare Job Descriptions for Hourly and Office positions that comply with the law, are consistent with company-wide descriptions, can be used as a training tool for new employees and provide guidelines for the job incumbent to achieve job\n\n
\n5. Company Representation \n\nRepresent the company to outside employers and agencies in matters of employment, job verification, reference checking, industrial medical services, unemployment compensation and appeals hearings, workers' compensation follow-up, leaves of absence follow-up, Family Medical Leave Act, federal, state, and local job programs such as Targeted Job Tax Credit (TJTC), the Job Training Partnership Act (JTPA), and annual wage and benefit\n\n
\n6. Training and Development\n\nManage and deliver or coordinate delivery with outside vendors formal training activities for employees including: New Employee Orientation and On-Board training, Job Safety, Right-To- Know disclosure (Material Safety Data Sheets), Emergency Evacuation Procedures, First Aid\/CPR certification, First Line Supervisory Training Programs and Management Training i.e. Sexual Harassment, Workplace Relationships, Union Awareness\/Avoidance, New Policies,\n\n
\nKEY BUSINESS MEASURES\n\nEmployee Retention\nReduction of Workers' Compensation Costs\nReduction in Accidents\/Injuries\nThird Party Charges\nCosts Per Hire\nOrientation and Training Effectiveness\n\n
\nPHYSICAL DEMANDS\n

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.\n
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This position requires the mental ability to read and comprehend policies, procedures, instructions, etc. , to write reports, to use logic and data to solve problems, to assess needs, to communicate effectively, and varying degrees of independence, judgment and discretion. This position requires the physical ability to be mobile in an office and industrial environment, to finger and grasp materials, and to speak effectively.\n
\nWORK ENVIRONMENT\n

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

The noise level in the work environment is usually moderate.\n
\nHIRING PROFILE:\n\nEducation: Four year degree preferred\nWork Experience: Five to ten years of progressive human resource generalist experience in a team-based\nLanguages Ability to speak, read and write a second language (other than English)is essential at some CEI\nCompetencies: Business Acumen, Analytical, Problem Solving, Oral and Written\n\n

Communication, Management Skills, Judgment, Planning\/Organizing, Safety and Security, Interpersonal Skills, Computer Skills including Microsoft Word and Excel, Customer focused, Bias to Action, Ethics, Diversity, and Teamwork.\n
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EEO Statement\n

Champion Home Builders is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, pregnancy, disability, age, veteran status, or other legally protected characteristics. Champion Home Builders participates in the E-Verify Program.\n
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Background check and Drug Screen are required