Human Resource Manager

at  Voyant Beauty

ABOUT THE COMPANY:

We are a fast, flexible and dynamic, system-based strategic partner of the health and beauty industry. We specialize in the development, manufacturing and distribution of the world’s most noticeable personal care and OTC drug products.

POSITION OVERVIEW:

We’re seeking a highly-driven, dynamic, motivated Employee & Community Relations Manager to join our dynamic team in Gainesville, GA.
As a Employee & Community Relations Manager you will be responsible for leading the execution of HR strategy for the employee population in a region or at a site location and provides day-to-day HR support for Managers and Employees. This opportunity also entails great exposure to senior management and career development.
If you are a highly motivated self-starter who excels in a fast-paced, competitive environment with limitless potential – Apply now!

SKILLS AND QUALIFICATIONS:

• Bachelor’s Degree in Human Resources, Business, or related field.
• 5-7 years of Human Resource Generalist/Manager experience.
• Experience in leadership coaching and succession planning.
• Experience working with large hourly and temporary populations.
• Skilled HR expert that leverages tools, systems and resources to drive organizational effectiveness, understanding business strategy and identifies the people strategies and tactics that support realization of business goals.
• Functional knowledge of HR domains, systems, practices and processes.
• Demonstrates broad and deep understanding of impactful and practical HR strategies, solutions and tactics,
• Conveys knowledge on people strategies.
• Keeps abreast of new functional and technical approaches, tools and thinking, applies new functional and technical learning into personal skill set.
• Strong project management skills with the ability to own or lead initiatives.
• Strong communication skills and attention to detail.
• Ability to work in a change oriented, fast-paced environment.
• Consistent and reliable attention to detail.
• Ability to work independently.

PHYSICAL REQUIREMENTS:

The physical requirements listed in this section include, but are not limited, to the motor/physical abilities and skills require of position in order to successfully undertake the essential duties and responsibilities of this position. In accordance with the Americans with Disabilities Act (ADA), reasonable accommodations may be made to empower individuals with disabilities to undertake the essential duties and responsibilities of the position.
While undertaking the essential duties and responsibilities of the position, the employee must repeatedly sit, listen, speak, type and move throughout the facility. Must be capable of using a keyboard for computer purposes.
To Staffing and Recruiting Agencies: Our company does not accept unsolicited CVs or applications from agencies. We are not responsible for any fees related to unsolicited CVs or applications and explicitly reserve its right to contact candidates presented in such unsolicited CV or application.
Our company provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, religion, sex, color, national origin, sexual orientation, age, disability or veteran status. In addition to federal law requirements, Vee Pak complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training

• Partner with management to understand business goals, people implications, and ensures execution of region/site level HR programs
• Partner with HR Platforms and Business HR leads to develop and implement business driven HR programs and change initiatives within assigned client group that drive organizational alignment and effective human resource utilization
• Plan and operate independently when making decisions for client groups, utilizing manager as sounding board for complex issues and approvals when necessary
• Partner with talent acquisition leader and managers to drive recruitment and employee development strategies and processes including onboarding, employee training and development, career management, talent reviews, and succession planning
• Manage large temporary workforce and manage spend
• Partner with total rewards and managers to facilitate the annual compensation planning processes and drive overall compensation strategies and processes
• Promote positive employee relations management, as measured by the annual Employee Survey supporting a collaborative, high performance culture through participation in local events or Employee Resource Groups
• Counsel management on employee relations issues to ensure that the business follows applicable laws and policies, and support investigations
• Partner with HR teams to develop and implement change initiatives within assigned client group to drive organizational alignment and effective human resource utilization
• Lead and promote a positive company culture by being an advocate for employees while achieving company goals
• Assess, analyze and advise internal clients as to best practices and solutions in alignment with organizational goals and priorities. Demonstrates exceptional personal credibility; engendering trust, keeping confidences, building relationships and rapport with colleagues across all levels of the organization, effectively contracts with the business to define scope of efforts that are realistic and attainable, reads situations quickly, facilitates conflict resolution, able to determine appropriate actions and options to reach reasonable solutions and adapts style, approach or message to stakeholders to drive intended results.
• Plan and execute activities required to successfully move an organization through a transition or a strategic initiative. Fosters an environment of innovation and change challenging the status quo with data and logical reasoning, ensures employees have the tools to navigate and act as an advocate for the change, uses data or performance measures to assess/measure progress to change, promotes, advocates and leads change initiatives within the organization. Act as change leader.
• Look at data and/or information to determine what matters most, and discern logical patterns/assumptions. Defines relevant metrics for the business and analyzes with a key sense for what is useful, rationalizes data and makes sound decisions based on evaluation of available information recognizing data limitations where they exist and is able to make reasonable assumptions for a business case, transfers knowledge and best practices from one situation to the next, uses data to manage and take risks.
• Learn, adapt, drive results, and leverage knowledge of formal organizational and informal social network relationships. Works effectively with a wide range of personal and group styles. Navigates effectively through a complex and/or matrix environment, knows how to secure and leverage resources to get work done through both formal and informal channels, fosters collaboration among stakeholders and team members and provides creative solutions and uses a multitude of inputs and/or resources to achieve intended goals.
• Other skills and duties as assigned.