Human Resource Manager II

Safety is #1 at BTD: Our expectation is that every employee: 1) strictly follows safety policies, rules and safe work methods. 2) Promptly corrects or reports safety hazards or unsafe conditions. Promptly reports injuries for prompt diagnosis and treatment. 3) Makes regular suggestions for safety process improvements to support continuous improvement in safety.

Essential Functions:

1. Credible Activist – HR professionals are credible (respected, admired), and proactive (have a point of view about the business, challenge assumptions, take initiative).

2. Culture and Change Stewarts – Understand, respect, and evolve the organization culture through effective change initiatives that reflect the business strategy.

3. Talent Managers/Organization Designers – are effective developers of both individual employee ability and the organization capabilities.

4. Strategy Architects – help build and deliver winning business strategies by understanding the customer point of view and helping diffuse it throughout the company.

5. Operational Executors – effectively and efficiently administer the day-to-day work of managing people within an organization.

6. Business Allies – understand both the business and external factors that influence success.

7. Managing Diversity and Inclusion – Understanding the importance of incorporating into the business a culture that supports D & I initiatives.

8. Lean Manufacturing – helps support the lean manufacturing focus and consistently participates in various continuous improvement projects, including leading a Kaizen event.

Business Key Competencies

1. Demonstrate strong written and oral communication skills

2. Display familiarity with applicable state and federal regulations

3. Interact with individuals at all levels of the organization

4. Motivate, develop, and direct people as they work

5. Identify the best people for the broader human resources team

6. Possess knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems

7. Exhibit personal leadership skills

8. Demonstrate confidence in leading, taking charge, and offering opinions and direction

9. Use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions , or approaches to problems

Key Responsibilities

1. Conduct recruitment effort for all exempt and non-exempt personnel, students, and temporary employees; conducts new employee orientations; monitors career pathing program, employee relations counseling, outplacement counseling, and exit interviewing; writes and places advertisements

2. Develop and administer various human resources plans and procedures for all company personnel

3. Develop and maintain affirmative action program; file EEO-1 annually; maintain other records, reports, and logs to confirm to EEO regulations

4. Adapt, recommend, and implement personnel policies and procedures

5. Evaluate reports, decisions, and results of department in relation to established goals

6. Participate in administrative staff meetings and attends other meetings, such a seminars

7. Participate in developing department goals, objectives, and systems, and recommend necessary changes

8. Recommend new approaches, policies, and procedures to affect continual improvements in efficiency of department and services performed

9. Re-evaluate policies for cost effectiveness

10. Document and monitor internal key controls for compliance with applicable processes, laws and regulations.

Education and Experience Requirements

1. Bachelor’s degree or equivalent in business or in human resources management and five (5) plus years of human resources experience, preferably in a manufacturing environment.

2. Lean Mastery, Six Sigma, and Lean Manufacturing Certification and experience is highly desired.

Physical Demands: The physical demands described here are representative of those that must be met by an 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. While performing the duties of the job, the employee is occasionally required to stand; walk; sit; use of hands and fingers to, handle or feel objects, tools or controls; reach with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk or hear; taste or smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception and the ability to adjust focus.

Work Environment: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of the job, the employee may be exposed to weather conditions. The noise level in the work environment is usually moderate.

Compensation Salary Range: OTC13 $90,537-$135,800 per year. The range for this position is being displayed in compliance with all state and local regulations. Salaries are set based on a number of factors to include an individual's job-related knowledge, skills, experience, and education. This means that no two candidates are alike. Please keep in mind that the range mentioned above is the full base salary range for the role. Hiring at the maximum of the range would not be typical in order to allow for future & continued salary growth. The range provided above does not include additional compensation such as bonus, health benefits, vacation, 401(K) match, 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)