Human Resources Generalist na Zeon Chemicals

Purpose:

Partner with Human Resources team to lead HR practices and objectives that support a high-performance, employee-oriented culture with emphasis on recruiting and developing a best-in-class workforce.  Manage the plant human resources functions necessary to fulfill the Plant’s goals and objectives.  Maintain compliance with federal and state laws, along with company policies.

Human Resources Generalist Job Description 

• Lead efforts to attract, onboard, and retain qualified talent to ensure all current and future staffing needs are met
• Facilitate open communication and effective issue resolution across all areas of the plant
• Manage pre-employment requirement and onboarding initiatives, including training coordination, documentation management, and scheduling with hiring managers
• Support and develop an employee-centric company culture that emphasizes quality, continuous improvement and high performance that enables Zeon to be one of the Best Places to Work
• Work with corporate HR to develop and administer HR policies and procedures for all Plant personnel
• Collaborate with corporate HR to design and implement training materials and programs tailored to plant operations and workforce needs
• Manage pay-for-performance program through administration of established performance system. Coach and educate managers to provide meaningful feedback through the performance appraisal process
• Provide guidance to employees regarding professional development opportunities
• Support development and administration of plant compensation and benefits programs in coordination with corporate HR to maintain competitiveness in the local labor market including plant compensation reviews to maintain competitiveness in the local labor market
• Ensure adherence to HR compliance standards by supporting the Integrated Management System (ISO 9001/14001/45001) and fulfilling all JSOX requirements related to personnel changes, including participation in audits as necessary
• Maintain and administer the job description database, ensuring timely updates, accurate documentation, and effective organization
• Act as the primary contact for employees on plant level compensation and ensuring alignment with local labor market competitiveness
• Foster employee involvement through participative management techniques, recognition programs, committees, and projects and serve as an advisor to teams as necessary
• Partner with site leadership to implement engagement initiatives, recognition events, and other culture-building activities.
• Maintain up-to-date knowledge of employment laws, regulations, and HR best practices to ensure compliance and support continuous improvement in plant-level HR operations
• Continually seek ways to improve performance of the plant's operation and ensure that customers', both internal and external, needs are met
• Perform other assignments as deemed necessary by the HR Manager and Plant Manager. (These duties will be deemed essential or marginal based on content.)
• Promote positive dispute resolution and ensure collaboration with unions 
  

KY Marginal Job Functions:

• ADP change process approver
• One Call Now process owner
• Co-Op program (recruiting, engagement, and support)
• Monthly HR Communications (PowerPoint, KY Plant screens, ADP, Intranet, etc.)
• Kentucky (Plant & Corp.) records retention and file management
• HR vendor management
• Coordinate onsite random drug tests

Qualifications:

• Bachelor’s degree in human resources or related field or, in lieu of degree, 10 years of progressive HR experience, is required.
• Minimum of 5 years of progressive HR experience, including employee relations, performance management, and HR operations.
• Strong knowledge of state and federal employment laws and HR best practices.
• Advanced proficiency in Microsoft Office and HRIS platforms.
• Strong problem-solving, critical thinking, and time management skills; ability to multitask and adapt to changing priorities.
• Proven ability to foster relationships between management and staff.
• SHRM-CP or PHR certification preferred.

Travel:

Less than 10%