Trelleborg Group Hiring for Human Resources Manager at Minneapolis, Minnesota Full Time

• Management: Serve on the Management Team. Support Management Team initiatives and continuous process improvement. Participate in strategic planning.
• Staffing: Manage all aspects of recruiting, onboarding and termination processes ensuring compliance with all state and federal legislation.
• Diversity, Equity, and Inclusion: Promote diversity as a way to accelerate business. Educate the organization on the benefits of diversity and inclusion.
• HRIS/Reporting: Manages and maintains HRIS and administrative tasks to ensure accuracy of the employee database. HRM will maintain the highest degree of confidentiality and in accordance with the General Data Protection Regulation (GDPR).
• Employment Law: Stay current on state/federal employment law and exercise judgment consistent with standards, practices, policies and all applicable laws and regulations including but not limited to FLSA, HIPAA, ADA, FMLA, OSHA, UI, WC and EEO. Ensure team meets all governmental and company reporting requirements.
• Employee Relations: Serve as primary contact for employee complaints. Coordinate investigations and make recommendations regarding appropriate resolution. Support supervisors and managers in handling conflict and facilitating difficult conversations.
• Benefits Administration: Support employee population and serve as a resource for all benefits inquiries including health, dental and life insurance, STD, LTD, FSA, HSA, 401K, holidays and PTO.
• Employee Engagement: Champion the annual engagement survey and partner with the management team to develop/implement action plans relevant to the results. Drive accountability and promote company pride and overall culture with the objective of continually reducing employee turnover while enhancing overall engagement.
• Training and Performance Management: Coordinate/develop training plans as needed. Manage annual review process and assist in performance management including both compensation/incentives and warnings/discipline process.
• Policies and Procedures: Collaborate with TSS US HR team to develop and administer consistent procedures.
• Org Chart: Ensure organizational chart, job descriptions and job titles remain current and aligned across the Business Area. Recommend and implement changes when necessary.
• Analytics: Analyzes trends and metrics in to develop solutions, programs and policies.
• Other tasks and projects as necessary or assigned.

Education and Experience:

Requirements:

• 4-year degree in a Business, Human Resources, Communications or related field
• Minimum of 7 years in HR management related discipline, with demonstrated career progression

Desired:

• Advanced HR coursework or certification

Competencies:

• Knowledge of HR principles and best practices
• Knowledge of federal/state laws and regulations
• Polished interpersonal skills
• Strong communication skills (both verbal and written)
• Strong problem-solving skills
• Ability to exercise sound judgment
• Ability to productively and amicably confront conflict
• Ability to read, analyze and interpret complex documents
• Ability to manage multiple deadlines and competing priorities in an environment of constant interruptions
• Ability to gain the trust, respect and confidence of employees and managers
• Ability to coordinate, train and lead
• Experience maintaining strict confidence regarding sensitive, protected and/or confidential information
• Advanced change management skills
• Positive attitude
• Acute attention to detail
• Proven proficiency in Microsoft Office

Travel:

• Expected travel not to exceed 10%

Application:

Last Application Date 06/25/2023

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)