Overview:
CPI Card Group is looking for a dynamic Human Resources Manager to support our Manufacturing team based in Nashville, Tn. The HRM will act as the frontline consultant to the business, serving as a champion of engagement and company culture, while working with managers to provide guidance and drive accountability. The HRM operates as a business partner, delivering tailored solutions in the areas of employee relations, performance management, workforce planning, training and development, change management, safety, and compensation to assigned client groups through collaboration with internal centers of excellence.

What we have:

• Supportive, Fun, and Flexible environment
• Generous Time Off
• Competitive Pay
• Annual Merit, plus other pay incentive

OUR VALUES DRIVE EVERYTHING WE DO TO SUPPORT OUR CUSTOMERS, EMPLOYEES, AND COMMUNITIES.

• Do the Right Thing
• Strive for Excellence
• Stay Curious
• Be a Great Partner
  We are committed to limiting our impact on the environment, preserving natural resources, and creating innovative and responsible products.

Responsibilities:

• Management Impact: Serve on designated leadership teams. Utilize visibility across the organization to spot trends, identify emerging needs and address them in partnership with appropriate stakeholders. Develop and implement department goals and continuous process improvements. Participate in strategic planning.
• Staffing: Partner with managers to improve efficiency and productivity by developing and monitoring staffing plans. Coordinate recruiting needs with internal Talent Acquisition (TA) team. In close alignment with TA, manage all aspects of onboarding and terminations, ensuring compliance with all state and federal legislation.
• Benefits Administration: Working closely with internal Total Rewards (TR) team, deliver annual enrollment options. Serve as a resource for all benefits inquiries including health, dental and life insurance, STD, LTD, FSA, HSA, 401K, holidays and PTO.
• Policies and Procedures: Collaborate with HRM peers to develop and administer consistent policies and procedures, ensuring both legal compliance and fit for purpose.
• Systems and Records: Maintain employee records, data and reporting with the highest degree of confidentiality. Ensure accurate information in all HR systems and files including ERP system, payroll system, external employee databases like benefits and insurance, and all HR employee databases used to report and support managers and supervisors.
• Employment Law: Stay current on state/federal employment law by participating in continuing education via seminars, industry periodicals and/or peer groups. Exercise judgment consistent with standards, practices, policies and all applicable laws and regulations including but not limited to FLSA, HIPAA, ADA, FMLA, OSHA, UI, WC and EEO.
• Employee Relations: Partner with stakeholders to lead change management efforts. Support supervisors and managers in handling conflict and facilitating difficult conversations. Serve as primary contact for employee complaints. Coordinate investigations and make recommendations regarding appropriate resolution.
• Employee Engagement: Proactively solicit feedback from employees at every level of the organization in an effort to develop and maintain a high performing culture. Champion the annual engagement survey and develop/implement action plans relevant to the results. Drive accountability and a healthy association to conflict. Promote company pride and overall culture with the objective of continually reducing employee turnover while enhancing overall engagement.
• Diversity and Inclusion: Promote diversity as a way to accelerate business. Educate the organization on the benefits of diversity and inclusion. Serve as a champion for all DEI initiatives.
• Training and Performance Management: Support people managers with career conversations. Coordinate/develop training plans as needed. In collaboration with TR, manage annual review process while assisting with ad hoc performance management including both compensation/incentives and warnings/discipline.
• Org Chart: Ensure organizational chart, job descriptions and job titles remain current and aligned across assigned employee populations. Recommend and implement changes when necessary.
• Other tasks and projects as necessary or assigned.

• Management Impact: Serve on designated leadership teams. Utilize visibility across the organization to spot trends, identify emerging needs and address them in partnership with appropriate stakeholders. Develop and implement department goals and continuous process improvements. Participate in strategic planning.
• Staffing: Partner with managers to improve efficiency and productivity by developing and monitoring staffing plans. Coordinate recruiting needs with internal Talent Acquisition (TA) team. In close alignment with TA, manage all aspects of onboarding and terminations, ensuring compliance with all state and federal legislation.
• Benefits Administration: Working closely with internal Total Rewards (TR) team, deliver annual enrollment options. Serve as a resource for all benefits inquiries including health, dental and life insurance, STD, LTD, FSA, HSA, 401K, holidays and PTO.
• Policies and Procedures: Collaborate with HRM peers to develop and administer consistent policies and procedures, ensuring both legal compliance and fit for purpose.
• Systems and Records: Maintain employee records, data and reporting with the highest degree of confidentiality. Ensure accurate information in all HR systems and files including ERP system, payroll system, external employee databases like benefits and insurance, and all HR employee databases used to report and support managers and supervisors.
• Employment Law: Stay current on state/federal employment law by participating in continuing education via seminars, industry periodicals and/or peer groups. Exercise judgment consistent with standards, practices, policies and all applicable laws and regulations including but not limited to FLSA, HIPAA, ADA, FMLA, OSHA, UI, WC and EEO.
• Employee Relations: Partner with stakeholders to lead change management efforts. Support supervisors and managers in handling conflict and facilitating difficult conversations. Serve as primary contact for employee complaints. Coordinate investigations and make recommendations regarding appropriate resolution.
• Employee Engagement: Proactively solicit feedback from employees at every level of the organization in an effort to develop and maintain a high performing culture. Champion the annual engagement survey and develop/implement action plans relevant to the results. Drive accountability and a healthy association to conflict. Promote company pride and overall culture with the objective of continually reducing employee turnover while enhancing overall engagement.
• Diversity and Inclusion: Promote diversity as a way to accelerate business. Educate the organization on the benefits of diversity and inclusion. Serve as a champion for all DEI initiatives.
• Training and Performance Management: Support people managers with career conversations. Coordinate/develop training plans as needed. In collaboration with TR, manage annual review process while assisting with ad hoc performance management including both compensation/incentives and warnings/discipline.
• Org Chart: Ensure organizational chart, job descriptions and job titles remain current and aligned across assigned employee populations. Recommend and implement changes when necessary.
• Other tasks and projects as necessary or assigned