Sr. Human Resources Generalist

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Job description

Why YOU should consider a career with ProAmpac:

• Safety First. It's the top priority for our team.
• Advancement Opportunities A place to build a future in a STABLE & GROWING industry.
• Strong Core Values: Integrity Intensity Involvement Innovation Impact
• Progression programs to build entry-level talent into top talent.
• Involved team-oriented training that sets you up for success.
• Bonuses and incentives that reward employees for their contributions.

Outstanding Benefits (Full-time employees):

• 11 paid holidays & Great Paid time off (vacation)
• Sick Time
• Employer paid life insurance
• Excellent 401k Match
• Wellness program that rewards you physically and financially
• And much, much more!

Essential Duties and Tasks

To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Reasonable accommodation may be made, upon request, to enable individuals with disabilities to perform the essential functions.

• Implement and administer programs and policies that comply with organizational values, labor laws & regulations.
• Responsible for Talent Acquisition, Onboarding, and Retention of ProAmpac Employees while following all Federal, Local and Company requirements.
• Support HR Director in special projects.
• Evaluate current and future workforce needs using data analytics.
• Identify training and development opportunities and support the implementation of improvement plans.
• Support the execution of the Performance Management Process.
• Employee and labor relations.
• Affirmative action and equal employment compliance.
• Time Keeping reviews, updates and payroll changes/corrections.
• Organize, maintain and update employee files including HRIS systems.
• Provide support for ProAmpac Total Rewards, Compensation and Benefit Programs.
• Ensure HR systems maintain integrity and data accuracy.
• Support ProAmpac culture and core values, drive engagement and overall positive employee experience through strong change management and communication.
• All other duties as assigned.

Qualifications, Education and Experience

• Bachelor's degree in human resources or organizational development from a four-year college; or three (3+) plus years related experience and / or training in a large manufacturing organization; or equivalent combination of the two.
• Must have three (3+) plus years of experience working with a union.
• SHRM certifications a plus.
• Solid working knowledge of HR processes and related manufacturing.
• Experience using Microsoft Office Suite (Word, Excel, Power Point), Visio, Teams and Outlook.
• Maintains strict confidentiality and protects privacy of confidential/sensitive information.
• Exceptional time management and organization skills.
• Ability to communicate effectively (verbal, written, and presentations) with executive leadership, staff, and internal and external clients.
• Proactive; exercises sound judgment and decision making; able to identify problems and needs and develop solutions and/or options.
• Self-confident, self-motivated polished professional who thrives in a challenging, fast-paced environment.

Key Competencies

Ethical Conduct

Problem Solving/ Analysis

Technical Capacity

Communication Proficiency

Builds Customer Allegiance

Leverages Business Acumen

Embraces Continuous Improvement

Builds Organizational Relationships

Interpersonal Skills

Drives Continuous Learning

Work Environment

Work primarily in a climate controlled indoor environment with minimal safety/health hazard potential. Hearing protection, safety shoes and vision protection as required.

This role operates in a professional office environment that requires some exposure to a manufacturing environment. Employee is rarely exposed to non-toxic/nuisance smells from chemicals, airborne dust, moving mechanical parts, high noise levels and hot/humid environmental conditions in the manufacturing area.

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.

This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Employee is regularly required to stand; walk; use hands/fingers to type, hold, handle, or feel; and reach with hands and arms. The employee is regularly required to talk or hear. The employee must occasionally lift and/or move up to 10 pounds.

Other Duties

Always take ownership and be accountable for your actions. This job description is a tool for you to follow while at ProAmpac. Other job duties may be assigned to you, this outline is not to be considered a detailed description and you may have other duties/projects assigned to meet business needs. Good and reliable attendance, positive attitude and at or above job specific metrics and/or goals will reflect on your annual review. Always take ownership of your job and team.

EEO Statement

ProAmpac provides equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other classification protected by state, federal, or local law. Further, the company takes affirmative action to ensure that applicants are employed, and employees are treated during employment without regard to any of these characteristics. Discrimination of any type will not be tolerated.

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)

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