Manager - Human Resources, KBA Brownwood Plant

Location: Onsite - Brownwood, Texas

Opportunity

The Manager-Human Resources, Brownwood is responsible for directing the administration, planning and coordination of the plant Human Resources function. The position supports the plant through HR expertise and strongly displayed strategic leadership abilities. Leads managers in the activity of linking HR to the success and strength of the organization. Provides expert support in all HR functions including organizational development, recruitment and selection, performance management and labor relations to build the strength of the organization. Provides ongoing advice and coaching to management related to associate performance and all other HR issues. Works as a business partner with management and other significant stakeholders linking HR activity to the strategy, success, and strength of the plant in particular and the organization in general.

• Maneuvers as an expert in the following: HR processes, procedures, and employment law. Acts as a consultant to counsel management and associates on individual HR issues, performance problems, terminations, promotions, position creation, job content, job description development, cross training and wage and benefit ACT's.
• Expert in employee relations issues and very knowledgeable in union avoidance. Ensures sound employee policies are developed, communicated and implemented. Assists front line management in creating a positive, receptive environment where employees feel valued and appreciated. Looks for innovative ways to develop high morale to display an employer of choice. Active in promoting and supporting workplace experience teams at the plant level.
• Participate in the selection of plant personnel at all levels. Interview exempt and administrative non-exempt applicants for employment to ensure that their qualifications are consistent with current job openings. Oversee in partnership with the COE the recruitment and selection of factory non-exempt employees.
• Develops method for analyzing and balancing the Human Resource needs and costs at the plant. Looks for ways to save costs through administrative efficiencies, innovative approaches and deploying technology.
• Drive performance management initiatives for leadership including customized development of talent. Champion the consistent utilization of performance management tools such as Caliper, HMM, job family competencies, and assessments to continually develop leadership. Actively coaches plant management and below.
• Facilitates ensuring proper climate exists where individuals can be accountable, make the best strategic decisions and take pride in their individual and collective successes. Develops a learning organization that continually raises the bar and learns from its mistakes. The goal is to significantly increase the depth and breadth of talent to support the anticipated growth needs of the corporation.
• Well-developed Organizational Effectiveness skills focused on change management. Manages the succession planning and consensus process for the plant. Understands the strengths, weaknesses, talent levels, skill gaps and development needs for associates at every level.
• Drive the use of HR metrics within the organization to better understand and proactively handle issues such as turnover and absenteeism. Establish key tracking with metrics and historical data to monitor the merits of initiatives over time.
• Coordinate the internal transfer of employees as a result of promotion, upgrade, medical reasons, group transfers, personal requests, lay-offs, and supervision recommendations.
• Counsel, discipline and discharge employees in accordance with company policy and practices. Keep abreast of current information on counseling and discipline to obtain desired behavior improvement to avoid unnecessary individual conflicts.
• Advise supervision and employees on interpretation of policies, practices and procedures.
• Review all Unemployment Compensation Claims; appear when necessary, at U.C. hearings with the objective of keeping U.C. claims at a minimum.
• Represent the company at meetings, school programs, before local civic and service organizations, before tour groups, and any other functions requested by management to encourage good employee relations, community relations and employment promotion.