Human Resources Manager in Farmington Hills, Michigan at Jing-Jin Electric North America

Position Summary:

The HR Manager supports the North American production operation. The HR Manager is responsible for the seamless implementation of Human Resource activities involving policy development, workforce planning, talent management, compensation, benefits, and employee relations. This Manager maintains high-level knowledge of the organization’s finance metrics, strategic planning goals and objectives, and culture values. The HR Manager is also expected to participate and contribute to global HR projects and initiatives.

Main Duties & Responsibilities:

Strategic Workforce Planning

• Develop/provide useful HR metrics (i.e. time to hire and employee turnover rates, counter-offers, opportunity promotions) to effectively advise business managers.
• Propose workforce planning strategies to resolve end-to-end business needs and challenges
• Provide guidance toward workforce planning projects.
• Work closely with legal counsel regarding H-1B Visas and Green Card processing

Talent Acquisition

• Support all employer branding activities in line with corporate and local HR strategy
• Perform candidate and employee experience pulse check
• Manage full cycle of recruiting, hiring and onboarding for new employees and ensure compliance to JJE Global Social Responsibility standards without having to use agencies

Talent Development and Management

• Closely monitor and follow-up on developmental action plans of key talents / successors to ensure business continuity and organizational leadership bench strength.
• Align with management and employees at all levels to identify and assess critical training needs of various departments to ensure employees are efficiently upskilled for increased productivity.
• Build a high-performance culture through effective management of employee performance in an effort to increase organizational productivity.

HR Operations and Systems

• Support the implementation of global HR policies, processes, tools, and programs in the specific areas of responsibility within North America.
• Ensure bi-weekly pay role is ran without errors and all required reporting is completed in time
• Assist management in annual compensation activities including reward planning, performance bonus planning, and long-term incentive planning.
• Continuous review of compensation, retirement, and health plans and yearly cost check
• Supervise day-to-day activities of JJE’s HR Information Systems
• Ensure data integrity in systems by regularly analyzing data accuracy
• Design user-friendly processes, guidelines, and documentation for employees
• Develop North American HR annual calendar
• Yearly review of the employee handbook ensuring all new laws and policies are reflected

Strategic Workforce Planning

• Develop/provide useful HR metrics (i.e. time to hire and employee turnover rates, counter-offers, opportunity promotions) to effectively advise business managers.
• Propose workforce planning strategies to resolve end-to-end business needs and challenges
• Provide guidance toward workforce planning projects.
• Work closely with legal counsel regarding H-1B Visas and Green Card processing

Talent Acquisition

• Support all employer branding activities in line with corporate and local HR strategy
• Perform candidate and employee experience pulse check
• Manage full cycle of recruiting, hiring and onboarding for new employees and ensure compliance to JJE Global Social Responsibility standards without having to use agencies

Talent Development and Management

• Closely monitor and follow-up on developmental action plans of key talents / successors to ensure business continuity and organizational leadership bench strength.
• Align with management and employees at all levels to identify and assess critical training needs of various departments to ensure employees are efficiently upskilled for increased productivity.
• Build a high-performance culture through effective management of employee performance in an effort to increase organizational productivity.

HR Operations and Systems

• Support the implementation of global HR policies, processes, tools, and programs in the specific areas of responsibility within North America.
• Ensure bi-weekly pay role is ran without errors and all required reporting is completed in time
• Assist management in annual compensation activities including reward planning, performance bonus planning, and long-term incentive planning.
• Continuous review of compensation, retirement, and health plans and yearly cost check
• Supervise day-to-day activities of JJE’s HR Information Systems
• Ensure data integrity in systems by regularly analyzing data accuracy
• Design user-friendly processes, guidelines, and documentation for employees
• Develop North American HR annual calendar
• Yearly review of the employee handbook ensuring all new laws and policies are reflected

Employee Engagement and Employee Relations

• Manage and partner with Operations to co-develop an effective new hire onboarding program.
• Provide an effective and dedicated HR advisory service to employees in relation to absence and health issues, conduct and capability, organizational change, compensation, benefits, and all other employee-relations matters.
• Partner with business leaders to incorporate improvements and identify opportunities to develop a wining workforce and culture.
• Measure employee engagement and positive working environment.

HR Policy Development

• Maintain company handbook and policies to ensure continued legal compliance

Safety/HSE

Manage the JJENA safety program by partnering with external safety partner(s)

Skills and Abilities:

• BS/MS Degree in the discipline of Human Resources
• Ideally possess 2-5 years of relevant HR experience, preferably in a leadership role
• Experience with work visas and green card processing strongly preferred
• Experience with ADP Workforce now is a plus

Physical Requirements:

Positions at JJENA may require the following: alternating between sitting and standing; climbing stairs, ladders, scaffolding or ramps; crouching/stooping; driving; near/far visual acuity; fine motor manipulation; gross motor manipulation; hearing; keyboarding; kneeling; lifting/carrying; moving objects; peripheral visual acuity; pushing or pulling; reaching overhead or below; repetitive task performance; sitting; speaking; standing; using foot or leg controls; walking.

Environmental Requirements

Our manufacturing facility is a climate-controlled environment. There is no long-term exposure to dangerously loud noise or extreme temperatures.

Cognitive Requirements

Cognitive abilities include executing tasks independently; learning and/or memorizing tasks; maintaining concentration/focus on tasks; working with/in close proximity to, other people.

Attendance Requirements

All hourly team members are expected to report to work and be ready to work at their scheduled start time. It is required that they adhere to and follow the attendance policy(ies).

All salaried team members are expected to perform their duties/responsibilities in a timely manner. Although they may not have set schedules, they are expected to either be at work on a schedule agreed upon by their manager or be available via phone/text/Teams if working remotely (only for applicable positions).