Job Summary:

This role will serve as the primary onsite HR Representative for the West Liberty, Kentucky facility with 280+ employees and partner with the HR Director in the support of the Kentucky operations, supporting 500+ employees across two additional site locations in Beattyville and Hazel Green, Kentucky.

The purpose of the role is to deliver services that assist the Kentucky operations in meeting their operational objectives and to act as an onsite extension of the Corporate Human Resources Department in the support of talent acquisition and retention.

Essential Functions:

• Recruit and on-board hourly manufacturing talent: Source, screen hourly operational roles and interview applicants. Ensure that all pre-employment paperwork and testing is completed. Perform orientation and assist with onboarding of new hires.
• Create a workplace that focuses on health, wellness and safety: Perform safety related duties such as filling out accident forms, investigating and implementing corrective actions, serving on safety committee, maintaining OSHA log, handling workers comp, tracking safety metrics and reporting.
• Partner with operations leadership in analyzing, interpreting, and forecasting workforce trends for department(s) and identify and monitor key HR metrics (vacancy and turnover rates, recruitment, engagement surveys, etc.).
• Maintain employee records, ensuring completion and accuracy of details such as employee contact information, job classification, pay rates, organizational structure, and other key details.
• Maintain accurate records of active job openings and received applications; manage internal and external job postings.
• Perform administrative and recordkeeping tasks related to staffing changes, which may include layoffs, resignations, terminations, and extended leaves of absence.
• Assist with the administration of employee benefits, including collecting and submitting employee information and notice of change in status to health, dental, life, disability, and other insurance carriers or insurance brokers.
• Plan and support company-wide information meetings such as open enrollment, new hire orientation, and meetings to announce or discuss changes in retirement or benefits plans.
• Conduct or assist with record audits and mandatory reports, which may include I-9 audits, EEO-1 filings, payroll audits, and other compliance reviews.
• Partner with Corporate HR Shared Services team in areas such as Compensation, Benefits, HR Shared Services and Payroll support.
• Advise and consult with plant leadership on operational decisions; facilitating the development of departmental systems or protocols that promote HR strategy (talent, engagement, compensation, safety, and health & well-being) and ensure policies and procedures are followed.
• Serve as departmental resource on human resource policies, and processes; develop, interpret and apply HR policies and procedures.
• Administer departmental protocols and best practices, ensuring that company policies, practices meet legal/regulatory standards and follow LION policies; recommend new policies or changes to existing policies where appropriate.
• Act as a resource for Supervisors to assist in resolving workplace & HR issues.
• Consult with employees and Supervisors on compensation and benefits related questions. Provide oversight of the performance management process to ensure effectiveness, compliance, and consistency across the facility.
• Facilitate the organization of training sessions on applicable topics to develop the skills of Managers/Supervisors in managing the workforce.
• Ensure HR compliance with all legal, regulatory, safety and reporting mandates.
• Verify unemployment insurance claims and direct exceptions to appropriate Manager.
• Provide guidance for employees applying for leave via the benefits vendor, Sunlife. Escalate questionable requests to the appropriate contact at Corporate HR.
• Model the example of Lion’s Core Beliefs in the activities that are performed on a daily basis.
• Maintain a positive and professional demeanor during all interactions with employees, management, and outside vendors.
• Maintain confidentiality where applicable.
• Support and offer safety training across plant location.
• Performs other duties as assigned.

Education & Experience Qualifications:

• Bachelor's degree in related field or equivalent HR experience in manufacturing environment
• 5 years relevant experience working in a manufacturing facility with a diverse workforce
• Experience with leveraging HRIS/Payroll platform and HR workflow/technology for HR administration
• High collaboration with Plant Managers, Supervisors and Corporate HR team members
• Ability to convey a positive and professional image to applicants and employees
• Be proactive and display initiative/innovation for process improvement and enhanced employee work experience
• Ability and willingness to suggest creative solutions within the workplace
• Strong MS Office skills
• Strong communication and interpersonal skills

REQUIREMENTS:

• Standing, sitting, walking, bending as needed
• Hearing and vision required to be within normal ranges with or without correction
• May be required to lift objects up to 20 lbs. on a daily basis utilizing proper lifting techniques
• Required to operate traditional office equipment including computers, copiers, fax machines and telephones
• Displays ambitious, positive attitude
• Interpersonal skills to build relationships with all levels of the organization
• Flexible and adaptable to change

Relationships & Contacts:

• All employees
• Members of management
• External customers – applicants, local governmental agencies, schools, etc.

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)