Human Resources Manager - Talent Acquisition & Compliance

Lead and drive Modine??????s talent acquisition practices and strategies to ensure the attraction and attainment of top talent. Provide support to managers and employees regarding HR policies and practices, researching and/or investigating concerns and making recommendations that promote positive employee relations. Main area of responsibility is to serve as a resource to management and employees in solving day-to-day workplace matters.

KEY RESPONSIBILITIES:

Client Management

• Provided day-to-day support to Racine client groups as needed.
• Proved on-going counsel to Racine Managers on all aspects of employee relations.
• Review serious disciplinary matters to include recommendations and/or final approval on all hourly and salaried terminations for client groups in your area of responsibility.
• Support client group strategic initiatives as required, including staffing, organization design, performance management, and ongoing talent management.

Talent Acquisition

• Manage recruitment of exempt, non-exempt and hourly positions as openings occur. This includes developing search strategy with hiring managers, identifying candidates, scheduling interviews, interviewing, conducting reference and degree verifications, preparing and delivering employment offers.
• Identify and drive national recruiting approaches and strategies designed to provide a diverse talent pipeline for the company
• Drive regional and national college recruiting initiatives focused on creating a diverse talent pipeline for entry-level recruiting.
• Implement improvements to internal talent pipeline planning including internal sourcing and selection.
• Oversee the development and management of a comprehensive co-op and intern program.
• Design and drive Modine??????s orientation/onboarding programs to ensure a best-in-class experience for new-hires.
• Lead and manage Modine??????s relocation programs, ensuring they are market competitive, cost-effective, and supportive of talent acquisition needs.

HR Compliance

• Support the HR Director on a project basis to craft Americas organization-wide strategies and objectives
• Provide assistance in managing dispute resolution with charging agencies including EEOC, NLRB, FLSA, ADA, FMLA, worker??????s compensation and employee civil suits. Research issues, develop company position and advise plants or communicate directly with charging agency.
• Support HR Director in the monitoring of employee hiring, orientation, promotion, transfer, layoff (WARN Act compliance), recall, job evaluation, recognition programs, benefits, and other day to day activities affecting hourly employees.
• Lead Affirmative Action Plan and EEO activities for the Racine facility and all field locations, providing guidance on various outreach activities and legal developments.
• Investigate and respond to Ethics Hotline complaints, mentoring HR Managers on investigation practices and resolution actions.
• Conduct annual ??????Go & See?????? visits to delegated plant locations, validating compliance to local and federal laws and regulations, reviewing plant policies and procedures, and soliciting feedback from salaried and hourly plant employees to ensure a positive plant culture exists.
• Support HR Director in the review of serious disciplinary matters to include recommendations and/or final approval on all hourly and salaried terminations.
• Review and support the recruitment and selection efforts for salaried plant positions and support the HR Director in coordinating transfers between plants and/or corporate. Work with managers to identify and define specific new hire requirements, recommend internal and external candidates for further consideration, provide functional direction and review of local hiring. Assist with succession planning efforts.
• Review for consistent application of policy and compensation plant Change of Status (COS) forms for plant salaried employees, as well as all salaried employee requisitions and route for approvals.
• Support HR Director in ensuring that all local compensation programs are competitive with local market conditions.
• Provide project support to due diligence and HR integration activities during acquisitions and plant start-ups.
• Support training initiatives in areas of Employee Relations/Human Resource training (i.e., harassment, workplace violence, union avoidance, etc.) and coordinate with HR Managers to ensure delivery as appropriate. Conduct training as appropriate.

REQUIRED QUALIFICATIONS:

• A minimum of 5 years of broad HR experience, including at least three years in a manufacturing plant environment.
• Understanding of full cycle recruiting
• Good knowledge of local labor regulations
• Strong project management skills; ability to lead projects at a network level to influence and obtain buy-in, and then drive execution and achievement of the right results
• Self-confidence and professionalism to successfully interact throughout the organization, both vertically and horizontally.
• Excellent verbal and written communication skills

EDUCATION REQUIREMENTS:

This position requires a minimum of a Bachelor??????s degree in Human Resources or similar, or a business related field. A Master??????s degree is preferred.

TRAVEL:

10% travel is required to various plant locations with flexible scheduling