Human Resources Manager- (Onsite)

Skills Inc., one of Washington State's largest aerospace suppliers offers world-class, competitively-priced products and services which exceed customer's requirements for rigorous standards and excellence. We are a fully integrated, self-funded non-profit with a social mission to train, employ and serve persons with disabilities and our community.

JOB SUMMARY

The Human Resources Manager provides independent HR business partner support to all divisions of the company. This includes day-to-day oversite of human resource administrative activities, assigned direct reports, and advice and counsel to site leadership on polices, management practices, and employee relations.

ESSENTIAL DUTIES AND RESPONSIBILITES

• Administers and models company policies, mission, and culture.

• Oversees full-cycle recruiting process for assigned facility including back-up coverage for other facilities, depending on demand.

• Offers performance management guidance to managers/supervisors, helps execute/resolve employee relations issues and facilitates corrective action communications.

• Conducts or oversees timely, thorough and effective investigations and reports findings to HR Director.

• Keeps HR Director apprised of all issues which may be elevated, complex or cause risk to Skills Inc.

• Interprets policies and procedures and resolves issues with employees in regards to application of those policies and procedures.

• Provides guidance, removes obstacles, and ensures New Hire Orientation is meeting the needs of new employees and their supervisors in preparing them to join the workforce.

• Support and lead internal/external audits to ensure and verify compliance to applicable requirements.

• Verifies completion and accuracy of employment paperwork and remits to payroll/corporate office timely.

• Oversees the completion of benefits enrollment paperwork both at time of eligibility and during open enrollment.

• Documents personnel actions and submits information to payroll and/or other entities in a timely manner.

• Facilitates weekly staffing meeting with plant management staff.

• Leads weekly Human Resources team meeting.

• Evaluates and documents requests for reasonable accommodation under ADA and facilitates the interactive process.

• Serves as SME regarding FMLA/ADA/PFML/Worker's Compensation

• Provides weekly report to HR Director summarizing activities.

• Supports Vocational Department by facilitating the transition of vocational clients into the Skills Inc. workforce as indicated.

• Supports HR Director by providing coverage during absences.

• Enhanced Employee Engagement Initiatives:

• Develop Tailored Initiatives: Create engagement programs based on employee feedback and preferences. This could include regular surveys or focus groups to gather insights.

• Recognition and Rewards: Implement robust recognition programs linked to performance and achievements.

• Professional Development: Offer clear pathways for career advancement through mentorship, training workshops, and leadership programs.

• Streamlining Processes and Procedures:

• Automation and Standardization: Further automate routine HR tasks using technology (e.g., HRIS systems) and establish standardized workflows (SOPs) for consistency.

• Efficiency Improvement: Continuously review processes to eliminate bottlenecks and improve turnaround times for HR services

• Advanced Compliance Measures:

• Regular Audits: Conduct periodic audits to ensure compliance with evolving laws and regulations.

• Policy Updates: Keep HR policies and procedures current and aligned with legal requirements.

• Training on Compliance: Provide ongoing training to employees and managers to raise awareness of compliance issues and responsibilities.

• Expansion of Training and Development Programs:

• Identify Skill Gaps: Conduct assessments to pinpoint areas needing development.

• Customize Learning: Offer diverse learning formats (e.g., workshops, e-learning) to cater to different learning styles.

• Leadership Development: Focus on cultivating leadership skills at all levels of the organization.

• Investment in Technology and Tools:

• HRIS Platforms: Invest in robust HR management systems for better data management and analytics.

• Employee Engagement Software: Implement tools for feedback collection and performance monitoring.

• Compliance Management Systems: Utilize software to track compliance deadlines and regulatory changes.

• Proactive Risk Management Strategies:

• Risk Assessments: Conduct regular assessments to identify potential HR risks.

• Contingency Plans: Develop action plans for handling HR crises or unexpected events.

• Promote Accountability: Foster a culture where compliance and risk management are prioritized by all employees.

• Focus on Employee Well-being:

• Wellness Programs: Expand initiatives promoting physical and mental well-being.

• Work-Life Balance: Introduce flexible work arrangements and policies supporting work-life balance.

• Support Services: Offer resources like counseling services and health benefits to support employees' personal and professional challenges.

SUPERVISORY RESPONSIBILITIES

Is responsible for direct supervision of department employees. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

PREFERRED QUALIFICATIONS

• Knowledge of human resource functions including business management and strategy, workforce planning and employment, benefits, human resources development, employee relations and risk management.

• Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

• Excellent judgment - considering the relative costs and benefits of potential actions to choose the most appropriate one.

• Excellent interpersonal skills, team oriented and ability to deal with a wide variety of personalities, communication and learning styles.

• Ability to work in a team environment requiring collaboration.

• Ability to define problems, collect data, establish facts, and draw valid conclusions.

• Superior ability to work effectively with changing priorities in an ambiguous environment.

• Experience working in a manufacturing or production environment is a plus

• Experience with employment laws (federal, state, and local), compensation investigations, training, and performance management.

• Experience with ADP systems.

• Strong critical thinking skills

• Ability to be flexible, motivated, resourceful, independent, reliable, organized and multi-task in a fast-paced environment;

• Outstanding verbal/written communication skills and ability to provide high level support;

• Ability to partner, influence and work effectively with management and to positively interact with employees at all levels in the organization;

• Strong PC skills with knowledge of Microsoft Excel, Power Point and Word and ability to learn company specific software;

• Ability to understand and comply with company's guidelines & expectations, to include Code of Conduct and Conflict of Interest guidelines.

• Valid Driver's license with the ability to meet the company vehicle policy and the ability to travel as needed.

CONFIDENTIALITY

The responsibilities of this position may require an individual to access and hold in confidence certain information. This means that information and/or documentation acquired about employees, suppliers, customers, business practices, and all other related information remains confidential.

PREFERED EDUCATION/EXPERIENCE

• Bachelor's or Master's degree in Human Resources, Business Administration, or related field required.

• Minimum 5+ years of full cycle HR and benefits administration experience required.

• Minimum 5+ years of HR experience within a manufacturing, distribution, production, or similar environment required

ITAR - US PERSON STATUS

Due to Skills Inc.'s participation in the defense industry, International Traffic in Arms Regulations (ITAR) requires that access to sensitive information and material pertaining to defense and military related technologies may only be accessed, viewed or shared by US Persons as defined by law.

A "US Person" can be a US citizen; a lawful permanent legal resident or an individual who has been admitted as a refugee or asylee.

CERTIFICATES, LICENSES, REGISTRATIONS

PHR/SPHR certification preferred

PHYSICAL DEMANDS/WORK ENVIRONMENT

The physical demands and work environment described here are representative of those that must be met by the 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.

• Constant reaching, non-forceful grasping and fine manipulation.

• Constant sitting at a work station using a computer.

• Constant exposure to indoor manufacturing environment with a moderate noise level.

• Occasional lifting or moving up to 10 lbs.

• Constant standing and walking.

• Seldom lifting or moving up to 25 lbs.

Definitions:

Constant (5-8 hrs. /shift)

Occasional (Up to 2 hrs. /shift)

Seldom (0-1 hr. /shift)

Shift Schedule: 1st shift Monday- Friday 7am-3:30pm* (Required to travel between all 3 Auburn, WA facilities and support evening and weekend shifts.)

Total Rewards Summary:

At Skills Inc., our most important partnership is the one we share with our employees. We are dedicated to supporting the health and well-being of our employees and their dependents, which is why we offer a comprehensive and valuable benefits package that includes medical, dental, vision, life and AD&D insurance, paid time off and a 401(k) savings plan to eligible employees.

Salary Pay Range:

Please note that the salary information shown below is a general guideline only. Salaries are based upon candidate experience and qualifications, as well as market and business considerations. Skills Inc. is a self-supporting Social Enterprise and is organized as a 501 (c) (3) non-profit. We have four lines of business; Aerospace Manufacturing, Aerospace Finishing, Technical Services, and Business Solutions, that operate in 3 locations. Skills Inc. employs over 250 people and our social mission is to train, employ and serve persons with disabilities. We accomplish our mission three ways; direct hire, vocational programs and services, and as a resource to the community.

Salary Range: Exempt- $75,000-$95,000

EEO and ADA STATEMENT

Skills Inc. is an equal employment opportunity employer. Our company prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, national origin, disability, sexual orientation, sex, age, gender identity, marital status, military status, genetic information, or any other basis protected by local, state, or federal law. Skills Inc. complies with all relevant and applicable provisions of the Americans with Disabilities Act (ADA).

OTHER DUTIES

This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required. New responsibilities, activities and duties may be modified or added at any time by a member of the management team.

1st Monday- Friday 7am-3:30pm ( Exempt)