Address
Form of workEssential Duties & Accountabilities:
Principle Position Responsibilities:
• Serves as a link between management and employees by handling questions, interpreting and administering policies and helping resolve work-related concerns.
• Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes.
• Collaborate with the Talent Acquisition team and perform staffing duties, including reductions in force, terminating employees, and administering disciplinary procedures.
• Plan and conduct onboarding orientation to foster positive attitude toward organizational objectives.
• Coordinate the resolution of specific policy-related and procedural problems and inquiries.
• Process and verify personnel related documentation, including training, grievances and performance evaluations, movement, classifications, employee leaves of absence and terminations.
• Compile and prepare reports and documents pertaining to personnel activities.
• Develop, interpret and recommend operating policy and procedural improvements.
• Investigate and report on employee relations grievances and hotline reports.
• Study legislation and arbitration decisions to assess industry trends.
• Examine exit interviews feedback to identify and determine causes of turnover and trends and develop recommendations for improvement of organization's personnel policies and practices.
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
• Represent organization at personnel-related hearings and investigations.
• Provides expertise in strategy development and execution, planning, and facilitation of employee relations efforts. Proactively manage employee relations needs to support an environment of integrity, respect, collaboration and effective communications.
• Provide appropriate communications to effectively enforce policies.
• Conducts effective, through and objective investigations.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees reducing legal risks and ensuring regulatory compliance.
• Provide data to the state's unemployment commission, including such information as addresses, weekly earnings, absences, and dates of and reasons for terminations.
• Oversee the evaluation and classification of job descriptions.
• Implements and maintains specially designed Human Resources information systems and related policies and procedures designed to obtain, record, and process employee information.
• Recommends, implements, and plans for improvements, enhancements, and new applications to the system.
• Provides retrieval ability to produce employee information for analysis and decision making, statistical data, and other employee-related reports as required.
• May support several functional applications. Combines Human Resource knowledge with information retrieval skills.
• Management Responsibility: Influence change and support in a matrixed organization.
• Understand and enforce company Policies & Procedures and respective CBA(s).
• Utilize, proficiently, HRIS systems to ensure accurate benefits and pay for employees.
• Address/research concerns of employees.
• Maintain close working relationship with site management and local union leadership.
• Communicates effectively to different levels of leadership; Writes, speaks and presents effectively. Express ideas, thoughts, and concepts clearly and concisely, making solid case to gain understanding and influence results.
• Strong leadership and management skills and relationship building capabilities.
• Work independently with little supervision with capability to prioritize accordingly to meet deadlines.
• Effectively/successfully work multiple projects/duties at any given time.
• Maintain high level of awareness and confidentiality.
• This is a "hands-on" position that requires interaction and visibility with all levels of the organization.
• Proactively support other functions in HR in coordination with program management as needed, such as Employee Relations, Compensation, Benefits Administration, and Labor Relations.
• Other duties as assigned within the scope of Human Resources.
Qualification Standards:
• Bachelor's degree (BA or BS) from an accredited four (04) year college or university in Business Administration or a related field, or, an Associate's degree with four (04) years related experience, or a high school diploma with eight (08) years of related experience in work related to the above-described examples.
• Experience and knowledge of SCA and working US government contracts in the Aerospace industry preferred.
• Demonstrate proficiency in Microsoft Applications.
• At least four (4) years of experience with UKG, Oracle or other HRIS experience required.
• Possess a high degree of proficiency in assigned function and attention to detail.
• Able to work in a fast paced organization during a period of rapid growth or transition. Has managed a business partnership function supporting a geographically dispersed workforce, and has a proven track record of success in implementing leading HR solutions and enhancing systems and processes.
• At least four (4) years of experience dealing with Employee Relations such as legal and regulatory issues, employee conduct, performance management, and policies and practices.
• PHR certification Preferred.
• Union experience preferred.
• Must be willing to travel up to 10% of the time, including internationally.
• Must be able to obtain (at least interim) and maintain required government clearance.
Physcial Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to use hands to finger, handle or feel and talk or hear. The employee is frequently required to walk, sit or reach with hands and arms. The employee is occasionally required to stand. Specific vision abilities required by this job include close vision and ability to adjust focus.
Work Environment:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.
Benefits include the following:
Healthcare coverage
Retirement plan
Life insurance, AD&D, and disability benefits
Wellness programs
Paid time off, including holidays
Learning and Development resources
Employee assistance resources
Pay and benefits are subject to change at any time and may be modified at the discretion of the company, consistent with the terms of any applicable compensation or benefit plans.
#HR #VETS
Vertex is committed to building a diverse and inclusive environment in which we recognize and value each other's differences as well as fostering a culture that promotes its core values: Professionalism, Integrity, and Respect. As an equal opportunity employer, all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, or status as a protected veteran.
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)
