Experience Requirements
An experienced HR professional with sound technical skills and appropriate industry experience;
Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations and training;
Familiarity with COBRA, ERISA, FMLA, ADA and related state and federal regulations required;
An excellent facilitator who is experienced in resolving conflict between different parties. Strong consultative relationship building with leaders and employees. Ability to establish credibility and get along with diverse personalities, tactful, mature and flexible;
A decisive individual who possesses a results oriented focus but can also balance the needs of the business with the needs of the individual. Resourceful and well organized. High energy level, comfortable performing multifaceted projects in conjunction with day to day activities;
Proven leadership experience in a growing organization; Demonstrated career progression is essential;
Ability to respond to the most sensitive inquiries or complaints. Ability to make speeches and presentations on controversial or complex topics to employee groups and management at all levels of the company;
Experience with M&A, due diligence, integration, etc. is ideal;
Ability to create and maintain highest levels of confidentiality when dealing with proprietary information and sensitive situations;
Prior success in developing new processes, leading project improvement teams, communicating changes to others, building commitment and overcoming resistance;
Excellent computer skills (MS Word, Excel & PowerPoint) a must;
Experience dealing with a work cell manufacturing environment;
Prior experience with workforce training and cross training.
Qualification Requirements
Bachelor’s degree in business, human resources or related field;
A minimum of 7 years experience in Human Resources with a minimum of 3 years experience in a leadership role.
Preferred Qualifications
An MBA or PHR certificate is preferred;
Bilingual English/Hmong preferred;
International business experience is a plus;
Prior experience in a Fortune 500 company, non-union environment, employing individuals with an engineering/scientific/technical background is preferred.
Responsibilities
The OEM HR Manager coordinates all Human Resources functions at location. The HR Manager partners with designated department leaders by providing leadership and consulting support on matters of goal setting, policy development, and support in linking business and tactical strategies. The major areas of responsibility include: organizational planning and development; employee recruitment and retention; performance management; employee relations and culture building; benefit programs; safety and health; training and professional development. The work is performed independently and in accordance with established policies and guidelines.
MAJOR DUTIES AND RESPONSIBILITIES:
Implements human resources policies and processes for the business units including: organizational planning and development; employee recruitment and retention; performance management; compensation structures; employee relations and culture building; benefit programs; safety and health; training and professional development. Manages processes to ensure cost-effectiveness, market competitiveness and internal equity among employees;
Provides guidance to leaders in the evaluation of department structures and team plans for continual improvement in efficiency and effectiveness of the group;
Monitors a comprehensive performance management process to include: goal setting; performance appraisals; coaching and feedback; wage and salary structure; pay policies; and career development;
Coordinates activities related to the administration and maintenance of employee benefits programs for designated business units;
Manages and executes a recruitment, orientation and retention program; Develops staffing strategies and implementation plans to identify talent within and outside the corporation for future positions;
Monitors opportunities for employee and leadership development;
Continually assesses the competitiveness of all programs and practices against relevant comparable companies, industries and markets;
Assists in development of appropriate policies and programs for management of business issues such as affirmative action; sexual harassment; employee complaints; training and development; and career development and conducts employee / leader training related to these policies and programs;
Monitors legal requirements and government reporting regulations affecting the business including OSHA, EEO, ERISA, Wage and Hour issues, etc. Monitors exposure for assigned business unit and handles requests for information;
Represents HR with Teleflex Medical corporate office on various teams and projects;
Manages relocation, immigration, employee communication, employee safety and health;
Maintains knowledge of industry trends and employment legislation;
Monitors all immigration, unemployment, workers compensation and personnel legal cases. Consults with legal counsel as appropriate;
Adhere to and ensure the compliance of Code of Ethics, all company policies, rules, procedures and housekeeping standards;
Maintains all employee files, ensures proper and lawful maintenance of these files and prepares all necessary reports associated with these records;
Develops, implements and adheres to HR plan, forecast and budget based on guidelines established by the business;
Perform other duties assigned by manager.
