Human Resources Manager in Buffalo, NY

Salary Range: $81,800 - $114,500 a year

The Upstate Niagara Human Resources Manager is responsible for aligning business objectives with employees and management in designated Plants.
Partnering with the Plant Manager, the Human Resources Manager acts as a liaison across the HR function delivering value-added service that reflects the business objectives of the organization.
The Human Resources Manager helps to create an effective work environment in her/his respective Plant, assisting management with integrating employees into Upstate Niagara culture.

Duties and Responsibilities
• The Human Resources Manager will work closely with plant management and all employees providing hands-on guidance and strategic input and advice on:
employee relations issues, conflict management, talent management, coaching and development, compensation, benefits, organizational development, and training.
• The Human Resources Manager must play an essential role in establishing and driving HR programs and initiatives, while aligning with the company strategic plan and objectives.
• Participate in and at times, champion HR projects as assigned.
• Accelerate a culture of excellence in which employees feel engaged and inspired to deliver results.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Responsible for working closely with management to advise and carry out any disciplinary steps that need to be taken with an employee.
• Responsible for coordinating and implementing the company Employee Recognition Program within their location.
• Support all safety initiatives.
• Must partner with Payroll, HRIS, Talent Acquisition, Compensation, and Benefit functions as needed.
• Facilitates all new hire on-boarding process; responsible for the completion of each 30-60-90-day evaluation process.
• Provides HR policy guidance and interpretation. Where applicable, will attend LMC meetings, contract negotiation meetings, and be actively involved in any union grievances, mediations, and/or arbitrations, as needed.
• Provides guidance and input on workforce planning and succession planning.
• Identifies training needs at the plant level and participates in evaluation and monitoring of training programs to ensure success. Follow up with managers and employees to ensure training objectives are met.
• Responsible for ensuring that Alchemy HR training is completed by all applicable employees.
• Responsible for creating and maintaining all employee files per state and federal compliance guidelines.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. • • Partners with the legal department as needed/required.
• All other duties as assigned.

Required Skills and Abilities

• Excellent organizational skills and diligence
• Proficient in relevant software to conduct required duties.
• Critical thinking and problem-solving skills
• Collaborator
• Knowledge of all federal, state, and local regulations and requirements related to employment and employee relations.
• Strong analytical skills
• Excellent time management skills and ability to plan and set priorities.
• Excellent verbal and written communication skills
• Strong interpersonal skills

Education and Experience

• Bachelor’s degree in business administration, human resources, or related field.
• Minimum of 5-7 years’ HR experience.
• Minimum of 2-3 years' Union experience.
• Knowledge of employment laws and regulations.

Pay: $81,800 - $114,500 a year*

Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Please apply with resume via Company link