Senior Human Resources Manager

Division Information Hardware and Home Improvement (HHI) is a major manufacturer and supplier of residential locksets, residential builders' hardware, faucets, and commercial locksets and doors, with a portfolio of renowned brands, including Kwikset , Weiser , Baldwin , National Hardware , Stanley , FANAL , Pfister(TM), EZSET , and Tell. HHI is a leader in its key markets with #1 positions in U.S. residential locksets (Kwikset), Canada residential locksets (Weiser), U.S. luxury locksets (Baldwin), and U.S. builders' hardware (Stanley-National Hardware), #2 in Mexico residential hardware (Fanal), #3 in U.S. retail plumbing (Pfister), and #1 in U.S. retail commercial locksets. Headquartered in Orange County, California, HHI has a global sales force and operates manufacturing and distribution facilities in the U.S., Canada, Mexico and Asia. HHI is a division of Spectrum Brands Holdings, Inc. Job Summary Senior Human Resources Manager is responsible for leading the Human Resources team at the Edgerton, KS Central Fulfillment Center. This role will lead all human resources policies, program and initiatives such as, but not limited to the following: performance management, talent management, succession planning, employee relations and HR-related activities to ensure compliance and a proactive business partnership with operations. A successful Senior Human Resources Manager will manage organizational design, thought leadership, and partner with the HR centers of excellence on including compensation, talent acquisition and talent development activities. This role will provide proactive HR advice and guidance to the site leader and other managers under the direction of the Director of Human Resources of North American Operations.   Primary Duties & Responsibilities  Provide Strategic HR Leadership  Provide strategic HR guidance to site leader. Develop and implement talent management, succession planning, career development and/or oversee leadership development, compensation, performance management programs and organizational design. Participate and assist with performance discussions, career guidance, and other HR related areas. Provide guidance and insight to site leaders to support decisions based on employee head-count, total compensation, turnover, employee engagement, safety, productivity, exit interviews, etc. Collaborate with Compensation team and leaders to recommend compensation for new hires, promotions, and internal transfers. With Compensation, lead annual merit planning and variable pay program process to ensure adjustments reflect performance and overall compensation philosophy of the organization. Lead programs such as performance management, succession and talent planning and leadership development. Lead Staffing and Turnover Reduction Initiatives Develop staffing plan that meets consumer expectations and financial constraints. Create environment where employee feedback facilitates positive change. Provide HR guidance to Leadership/Plant HR team(s) during the recruitment process, including needs, org analysis, comp and on-boarding. With Talent Acquisition team, develop recruitment strategies. Conduct employment searches, screens, and interviews when applicable. Work with temporary and third-party firms as needed. Develop and maintain job descriptions in partnership with DC Management Identify turnover trends and develop S.M.A.R.T initiatives to drive retention Maintain appropriate temp to perm associate conversion ratio based upon business needs Conduct wage analysis annually and implement competitive pay for performance programs. Provide ongoing recognition, feedback and development, holding staff accountable for success. Identify and mentor future leaders. Employee Relations & Engagement  Coach and counsel managers and employees on performance-related problems. Resolve issues in order to maintain positive employee relations while at the same time, optimizing organization performance. Manage investigations on employee relations cases in a professional manner, compliant with local, state and federal laws, and ensure parties are treated with dignity and respect. Recommend resolutions and ensure appropriate documentation occurs  Develop/Implement HR related policies and procedures. Ensure communication of policies to the organization. Organizational Development & Performance (20%) With site leaders, implement succession-planning process, including career progression. With site leaders, continually assess and develop org structure to meet future needs develop and/or deliver training initiatives based on business needs. Analyze turnover, satisfaction, exit interview and other data to improve HR programs and services. Worker's Compensation Program and Safety Initiatives (5%) Participate in the interactive process with a third-party Worker's Compensation administrator Drive Return to Work programs and ensure compliance with A.D.A accommodations and requirements Guide/Oversee plant safety practices, foster culture of continuous improvement, and support communication of plant safety goals. Ensure leaders monitor/take actions based on safety KPIs. Education and Experience Profile BS/BA in Human Resource Management, Business or related field; Masters preferred. 10+ Years of progressive HR leadership experience in a manufacturing /distribution center environment   Required Skills PHR or SPHR preferred (or being actively pursued) Bilingual in English and Spanish a plus Strong leadership coaching and influencing skills with a proven history of providing feedback and development for leaders. Intermediate to advanced proficiency with Outlook, Microsoft Word, Excel, PowerPoint and HRIS systems, Workday and Ceridian, a plus. Works well independently, yet is cooperative and performs effectively as a team player. Excellent verbal and written communication skills. Ability to express viewpoints clearly and persuasively, and explain objectives and expectations, at all organization levels, one-on-one and group settings. Ability to set expectations for employee behavior and act as a cultural role model for the organization. Familiarity with contemporary best HR and management policies and practices, e.g., recruitment, selection, performance management, employee development, HRIS, and recognition and reward (e.g. compensation and incentive) systems and structures. Basic understanding and ability to interpret and apply Federal/State employment laws. Demonstrates unyielding integrity. Must maintain high level of confidentiality and professionalism High energy and enthusiasm. Capable of keeping others motivated, excited and engaged. Ability to handle conflict and perform comfortably in changing, fast paced environment A successful Senior Human Resources Manager will thrive in a challenging, fast paced, and collaborative environment such as start-ups, acquisition/integration and turnaround environments. Travel: This position may require travel occasional travel.   Work Environment This role is based on a distribution center and office environment.   The above information on this description has been designed to indicate the general nature and level of work performed by employees within this job/classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Spectrum Brands is an Equal Employment Opportunity/Affirmative Action employer. US09393
Salary Range: NA
Minimum Qualification
11 - 15 years

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