Generalist I, Plant HR

1.      O versees employee compensation : 1.1 Implements any compensation changes consistently using best practices. This includes spot bonuses, job structures and base rates as examples. 1.2 Ensures effective compensation programs are designed for the local external environment through collaboration with Corporate Compensation 1.3 Ensures general wage increases are communicated appropriately within the plant. 1.4 Handles any workers’ compensation claims.                                  2.     Ensures compliance with employment law and HR compliance regulations. 2.1 Keeps plant management team updated on relevant compliance topics. 2.2 Conducts annual harassment and workplace violence training in a manner that keeps employees engaged. 2.3 Acts as point of contact for other compliance training topics from other business disciplines as needed (i.e. cyber security, etc.) 3.     Oversees the talent management function for the plant(s) in collaboration with COEs, plant leadership and the Field HR Manager. 3.1 Works with Plant Manager(s) and leadership team(s) to develop coaching skills for performance improvement plans when necessary. 3.2 Works on plant progression and development plans for all employees in plant and advises and participates in employee and management counseling regarding company policies, procedures, legal requirements, employee performance, discipline, benefits, restructuring, etc. 3.3 Provides constructive coaching & counsel to operations leadership when needed in partnership with Field HR Manager and/or Division HR leader. 4.      Oversees Employee Relations, Employee Engagement and Diversity, Equality and Inclusion activities.  4.1  Builds positive relationships with both salaried and hourly workforce at the plant(s) and provides opportunities for open discussion and meetings for complaint and conflict resolution and works with plant leadership in implementing strategies as needed to improve engagement.  Keeps pulse on employee engagement and morale. 4.2  Investigates employee issues as they arise (through hotline, open door policy, audit, etc.) involving Field HR Manager and ERLR as needed  4.3  Reviews and approves Disciplinary Background Investigations that are initiated by plant personnel. Submits well-documented DBIs and coaches and trains others in the process  Partners with corporate DE&I functions to engage plant(s) in training and activities related to diversity, equity and inclusion. 5.     Supports plant recruiting function in partnership with COE 5.1 In locations where Recruiting Partners support plant recruiting, the HR Generalist works closely with the recruiters to identify needs, monitor recruiting efforts, adjust strategy where needed to attract talent to fill open positions in a timely manner.In locations where recruiting partners do not support plant recruiting, the HR Generalist is responsible for full life cycle recruiting. 5.2 Evaluates current recruiting practices and drives continuous improvement. 5.3 Ensures diversity and inclusion efforts are incorporated into the recruiting process 5.4 Onboards new employees in partnership with hiring managers and oversees the initial orientation process 5.5 Involves plant in community activities that will help lead to fulfillment of future recruiting needs, apprenticeship programs, etc. 6.     General HR Business Partnership 6.1 Participates in SPS or other Continuous Improvement programs locally and acts as active member or leader on a CSD pillar team. Partners within Corporate HR SPS teams. Completes required SPS training. 6.2 Communicates plant restructuring/reduction in force guidelines to managers, ensures documents are prepared accurately, preps managers for the discussions, and participates in 1-1 discussions with the impacted employees 6.3 Establishes and maintains an effective relationship with internal business partners and gains their trust and respect.Makes a concerted