JELD-WEN is currently seeking a Sr HR Generalist to join our growing team.

EDUCATION AND EXPERIENCE

• Bachelor’s degree in Human Resources or a related field.
• 2 - 5 years of HR Generalist experience, preferably in a manufacturing environment.
• Experience handling and resolving a wide range of employee relations issues. JELD-WEN is an Equal Employment Opportunity employer and does not discriminate against any applicant for employment or employee on the basis of race, color, religious creed, gender, age, marital status, sexual orientation, gender identity, national origin, disability, veteran status or any other classification protected by applicable discrimination laws.
  

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Succession Planning:

• Create a strategic roadmap that outlines the company’s talent goals and the responsible parties.
• Develop detailed job descriptions that can help match talent with the tasks required for the positions.
• Use workforce projections to determine which current and future positions need to be filled.
• Identify competencies for each job so that employees understand performance expectations.
• Promote employee growth with lunch and learns, job shadowing, cross-training and mentorship programs.
• Measure success using relevant metrics, i.e., retention rates, time to fill, percentage of vacancies filled by the talent pool, etc

Other Requirements/Administrative:

• Supports the organization by implementing and administering human resources programs or policies
• Implements human resources programs by providing HR services, which may include recruiting and staffing, administration of compensation and benefits programs, training and development, employee or labor relations, and affirmative action/equal employment opportunity compliance
• Responsible for leave management including short-term disability and FMLA requests, to ensure accurate record-keeping and adherence to company policies and legal requirements.
• Develop and update HR policies and procedures in line with legal requirements, demonstrating a strategic and forward-thinking approach to policy management. Ensure policies are communicated effectively and consistently applied.
• Provide expert guidance and coaching to employees and managers on employment law, HR policies, procedures, best practices
• Manage employee relations by addressing conflicts, conducting investigations, and providing guidance on disciplinary actions.
• Promote employee wellbeing and engagement by organizing initiatives such as wellness programs and employee recognition activities to foster a positive and inclusive work environment.
• Ensure adherence to all HR related State and Federal regulations and drive initiatives to maintain compliance as required, such as the monitoring of Equal Employment Opportunity and Affirmative Action Plans.
• Ensures compliance with applicable labor laws or regulatio

THE ROLE

Experienced Human Resources (HR) professional in implementing and monitoring a variety of HR programs in support of a high-performance culture and diverse workforce. Anticipates and plans for long-term human resource needs and trends in partnership with business management. We are looking for a senior generalist that has passion for making a difference and a proven track record in the HR field, excellent interpersonal skills, keen understanding of business operations, who always acts with integrity and works collaboratively to ensure your role as a trusted advisor to the Pottsville Door Facility.

PRINCIPLE DUTIES AND RESPONSIBILITIES

Talent Development:

• Developing, implementing, and evaluating employee development plans and programs to support organizational needs such as management development, talent management, succession planning, technical or nontechnical training, or e-learning
• Monitors employee development and training programs, assesses needs and results, develops new programs, modifies existing programs and facilitates programs
• Lead on recruitment activities to attract and hire top talent, including job advertisement, selection planning, job offers and onboarding facilitation.
• Collaborate with line management to execute performance management processes, including goal setting, performance evaluations and performance improvement plans, ensuring alignment with company objectives.
• Coordinate learning and development initiatives including training programs or workshops demonstrating a strategic approach to talent development. Deliver training on HR topics as required.

Succession Planning:

• Create a strategic roadmap that outlines the company’s talent goals and the responsible parties.
• Develop detailed job descriptions that can help match talent with the tasks required for the positions.
• Use workforce projections to determine which current and future positions need to be filled.
• Identify competencies for each job so that employees understand performance expectations.
• Promote employee growth with lunch and learns, job shadowing, cross-training and mentorship programs.
• Measure success using relevant metrics, i.e., retention rates, time to fill, percentage of vacancies filled by the talent pool, etc.

Other Requirements/Administrative:

• Supports the organization by implementing and administering human resources programs or policies
• Implements human resources programs by providing HR services, which may include recruiting and staffing, administration of compensation and benefits programs, training and development, employee or labor relations, and affirmative action/equal employment opportunity compliance
• Responsible for leave management including short-term disability and FMLA requests, to ensure accurate record-keeping and adherence to company policies and legal requirements.
• Develop and update HR policies and procedures in line with legal requirements, demonstrating a strategic and forward-thinking approach to policy management. Ensure policies are communicated effectively and consistently applied.
• Provide expert guidance and coaching to employees and managers on employment law, HR policies, procedures, best practices
• Manage employee relations by addressing conflicts, conducting investigations, and providing guidance on disciplinary actions.
• Promote employee wellbeing and engagement by organizing initiatives such as wellness programs and employee recognition activities to foster a positive and inclusive work environment.
• Ensure adherence to all HR related State and Federal regulations and drive initiatives to maintain compliance as required, such as the monitoring of Equal Employment Opportunity and Affirmative Action Plans.
• Ensures compliance with applicable labor laws or regulation