HR Generalist

OVERVIEW

The HR Generalist is responsible for delivering exceptional HR leadership and partnership, in alignment with the company strategy and HR annual plan, to their assigned business groups.

This position is located on-premise at Libbey’s Toledo Manufacturing Plant. 

 

RESPONSIBILITIES

Talent Acquisition


* Partner with client groups to identify talent needs; develop recruiting and staffing plans to support the organization.


* Provide active, direct involvement in recruiting and selection for salary and union-represented hourly positions within business group
+ Recruitment activities to include (but not limited to) job posting/hourly bid process, interview scheduling, competency selection and development of behavior-based interview questions, candidate debriefing, pre-employment screening and new hire compliance reporting.


* Lead new hire/recruiting & selection processes to include training and coaching of management/supervisors in behavior-based interview process and evaluation


* Lead and coordinate new employee on-boarding processes to include processing necessary forms via HR systems and paper files.

Recommend improvement initiatives based on survey feedback from business groups and new hires.


* Support compliance and reporting requirements.

Employee and Labor Relations


* Support employment related inquiries from applicants, employees, supervisors, and referring complex situations or sensitive matters to the appropriate business partners.

Employee Development and Performance Management


* Champion the performance management process, ensuring business groups have defined goals and individual development plans completed and activated.


* Ensure that the performance management cycle process and programs are being met


* Support the annual merit and incentive process


* Assess training & development needs, and identify/deliver low-cost solutions to business groups


* Create/maintain current job descriptions for all roles


* Conduct exit interviews and share findings and recommendations for continuous improvement with HR and business teams

Workforce Planning


* Participate in and drive completion of the annual workforce planning initiatives.


* Prepare data to complete the supply and demand portions of the plan.


* Ensure that succession planning data is included in plan details.


* Develop recommended solutions based on plan gaps.

Employee Engagement and Metric Analytics


* Coach business group to drive the behaviors expected to support the company strategy and HR annual plan.


* Create and deliver HR and business communications timely.


* Identify, measure and leverage key HR metrics in decision making.


* Partner with business groups to proactively prevent and manage employee relations issues, including fair and consistent application of policies and disciplinary action

Cost Reduction, Process Documentation and Compliance


* A...