Human Resources Manager
 Hexatronic Rochester Cable, Inc. | |
medical insurance, dental insurance, vision insurance, flexible benefit account, paid time off, paid holidays, 401(k)
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 United States, Virginia, Culpeper | |
| 751 Old Brandy Road (Show on map) | |
 Oct 23, 2024 | |
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HUMAN RESOURCES MANAGER JOB DESCRIPTION Join us at Hexatronic Rochester Cable, a leading global cable manufacturing facility based in Culpeper, Virginia where we specialize in designing, developing, and constructing tailor-made cables engineered to excel in demanding applications and extreme environments. From enabling deep-sea exploration to empowering mining operations and oil drilling ventures, our innovative cables propel our customers towards their objectives. By joining us, you will not only broaden your horizons but also make a meaningful impact on a global scale. Apply now and embark on a journey to shape the future with us. As the Human Resources Manager, you will be responsible for providing overall direction of human resources operations to include compliance with Federal, State, and local employment laws, interpretation of company policies, compensation and benefits administration, employee relations, performance management, staffing, as well as providing consultation and advice on HR issues and concerns, and developing and implementing HR strategies and plans that, in combination with HR best practices, align with overall business strategies. The Human Resources Manager will also serve as an advocate for employee development, fostering professional growth through training programs, mentorship opportunities, and career advancement initiatives. The position also supervises a minimum of one direct report, and as such, the HR Manager will be responsible for assuring that their personnel actions and activities are compliant with employment laws and company policies and procedures including the company's equal opportunity and affirmative action goals. ESSENTIAL JOB FUNCTIONS Recruitment/Hiring: Oversee and participate in the approval of all external and internal placements to ensure protocol of the company's talent strategy and goals are followed and that the activities are conducted in accordance with all Federal, State, and Company guidelines. At a minimum, this includes ensuring all procedures are conducted in a timely manner relative to job descriptions and job requisitions, pre-screening of internal and external candidates, interviewing, job offers, background checks, drug screens, and onboarding. Provide leadership and guidance to management to promote and advance diversity efforts within each department and throughout the Company to assure equal opportunity in all hiring, promotion, transfer, and related activities. Classification of Jobs and Compensation: Analyze trends in compensation and incentive pay programs that align with Company goals. Plan and oversee compensation plans and strategies of each department so they align with the organization's goals to attract and retain talent while remaining market competitive. Partner with department management and the company's leadership team to develop job classifications with growth initiatives and corresponding pay scales. Employee Relations: Foster a positive and harmonious work environment by facilitating effective communication across the organization. Develop motivational programs focused on employee engagement, such as rewards for implemented employee suggestions, extra ordinary performance, service awards, employee opinion surveys, campus events, flexible work options, wellness days, team activities, co-worker shout-outs, etc. Promote employee assistance programs that provide support services to employees during times of need. Serve as the primary resource for employee relations issues and concerns while partnering with necessary business units to address and resolve complaints and facilitating timely solutions. Manage employment separations and coordinate applicable employee offboarding activities. Performance Management: Partner with department managers and the leadership team to develop and implement a performance-based system to review the outcome of each employee's performance as it relates to their individual goals and the overall contribution to the organization, inclusive of defining job responsibilities measured against company standards, providing regular feedback, offering training and development to enhance skills, conducting formal evaluations to assess progress and set new goals, acknowledging and rewarding good performance as a motivator for continued progress and success. Talent Development: Identify and address the learning and development needs of the workforce, particularly the identification of key roles critical to the organization's success. Develop a succession planning program that not only retains valuable knowledge, ensures a steady pipeline of capable employees, while promoting a diverse and inclusive workforce that can assume key roles for maintaining business continuity resulting from changes in leadership or employee departures and business growth, as examples. Benefits and Leave Administration Oversee and administer paid time off benefits including vacation, personal days, company observed holidays, bereavement leave, jury duty, and similar other paid benefits. Ensure compliance with company policies and procedures related to the same. Propose new and/or changes to current policies that will provide value-added benefits, attract and retain talent, and increase employee satisfaction, loyalty, and overall well-being. Oversee the administration and compliance of leave benefits including FMLA and personal leaves ensuring timely requests for leaves and completion of required forms, tracking of leave time taken, continuation and payment of health insurance benefits, and collaboration of return-to-work status. Assist employees in addressing questions or issues regarding benefits, time reporting, or leave matters in collaboration with the employees' management team, payroll, and other appropriate business units or external entities. Assure that key benefits and payroll information is appropriately disseminated between relevant parties and provide oversight of time reporting practices and business processes to assure overall accuracy and timeliness. Workers' Compensation Administration: Ensure that State regulations and company policy and procedures are followed pertaining to an employee's injury or illness. This includes reporting the claim to the carrier on a timely basis, ensuring employees get medical treatment if needed, any compensation benefits they may be entitled to, completing all required State forms, maintaining timely communication with the employee, members of the EHS department, medical providers, employee's management team, and the carrier. Maintain detailed records relevant to each employee's claim. Provide assistance to employees throughout the claims process, helping them understand their rights , responsibilities, and benefits available to them. Ensure employees keep all follow-up medical appointments and that work status reports are submitted timely by the employee. Full-cycle administration until the employee returns to work. Policy, Planning and Process Improvement: Develop, plan, and implement human resources policies, procedures, and best practices for the HR department and the Company. Collaborate with other departments and business leaders to implement new business processes and/or suggest opportunities for improvement or change based on business needs. Communicate/train management and non-management personnel on all policies whether newly implemented or updated. Maintain records of employee acknowledgements and any revisions to existing policies. HR Reporting, Data Management and Systems: Ensure the organization's timely compliance with federal and state reporting including EEO-1 and affirmative action reports. Assure that HR transactions are processed in a timely and accurate manner with attention to data integrity. Manage appropriate systems and level of access for HR staff. Produce required internal reports to stakeholders such as turnover reports, direct and indirect labor reporting, attendance, and staffing. Supervision of HR Staff: Provide supervision and oversight of assigned HR support staff including hiring, coaching, training, work assignments, and managing performance. REQUIREMENTS
WORK ENVIRONMENT/PHYSICAL DEMANDS: The work environment and physical demands described here represent those that must be met by an employee to successfully perform the essential functions of this job with or without reasonable accommodation. Physical Demands: Prolonged periods of sitting at a desk and working on a computer. Occasional standing and walking. Must be able read, work with a computer and accessories (keyboard, mouse, monitors), hear to understand and distinguish speech and/or other sounds (e.g., machinery, sirens, and alarms); speak to express or exchange ideas with, impart oral information to include instructions; vision abilities include close vision, distance vision, peripheral and depth perception. Work Environment Mostly office environment with minor exposure to a manufacturing plant environment which requires the use of personal protective equipment including steel toed shoes, safety glasses, and hearing protection. Manufacturing areas may be affected by outside temperatures and machining. BENEFITS Medical Insurance Dental Insurance Vision Insurance Health Savings Account Flexible Spending Account 401(k) Savings Plan with Employer Match Paid Time Off Paid Holidays Basic Life and AD&D Additional Life Short-Term Disability Long-Term Disability ABOUT HEXATRONIC ROCHESTER CABLE, INC. Since its founding in 1794 as a manufacturer of ropes, Hexatronic Rochester Cable has evolved to become a recognized leader in the design and manufacture of bespoke electro-optical cables designed to operate in the harshest of environments for a vast array of applications. At our location in Culpeper, VA, we design and build highly engineered cables to meet specific application requirements for demanding industries such as oil and gas exploration, production, oceanographic, defense, and subsea applications. The acquisition of Rochester Cable by Hexatronic has uniquely positioned our company for growth. For more information on the Rochester Cable or the Hexatronic Group please visit www.rochestercable.com and www.hexatronic.com | |