Human Resources Safety Manager

Position Snapshot
The successful candidate is an experienced people person.  They care about the safety and success of their team.  They are good at conflict management; collaboration; driving for results; finding efficiencies; have leadership courage; are exceptional at listening; and possess high levels of integrity and trust. They are also fluent in both English and Spanish and have strong verbal and written communication skills.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES:

Recruiting:

• Administer the recruiting process under the direction of the General Manager and Home Office Human Resources.
• Source qualified candidates to develop an applicant pool.
• Organize and facilitate internal job fairs and participate in external career events as needed.
• Coordinate with employment agencies to fill seasonal/temporary employment needs.
• Facilitate the hiring team, schedules candidates and tracks applicant progress.
• Ensure the recruitment process follows Federal and State laws, as well as company policies and procedures.

Orientation/Integration:

• Schedule and facilitate new hire integration program in compliance with company procedures and policies. Ensure program is administered consistently and collaborates with the General Manager and the management team to effectively orient, integrate, and retain new hires.
• Tracks new hire progress and gathers feedback at 30-, 60-, and 90-day intervals, using feedback to improve the process.

Employee Relations:

• Collaborate with General Manager and management team to develop a strong culture of direct relationships where employees prefer a direct relationship with Insteel and reject the interjection of an external labor union.
• Maintain a presence on the plant floor to ensure regular interaction and engagement with employees.
• Develop a positive relationship with employees and serve as an advocate for decisions and practices that are in the mutually best interest of employees and the Company.
• Positively represent plant management and Home Office decisions and practices.
• Become knowledgeable with and facilitate the roll-out of benefits, policies, and procedures.
• Communicate regularly with General Manager and Home Office HR group to ensure awareness of employee issues and concerns, especially those impacting the plant and employee morale.
• Administer and monitor recognition efforts to ensure timeliness and consistency.
• Provide coaching to management on employee performance issues and documentation.
• Make recommendations for retention initiatives.

Benefits:

• Communicate benefit package to employees and provide access to assistance when issues arise.
• Provide feedback to Home Office and suggest improvements.
• Coordinate annual enrollment meetings and new employee benefits enrollment.
• Track vacation eligibility.

Training and Development:

• Maintain documentation and tracks employee training and progress through Pay-for-Skills program.
• Continually review training documentation for effectiveness and consistency.
• Work closely with the Home Office HR group to identify and deliver effective training and development for all employees in the location.

Compensation:

• Administer the Pay-for-Skills program by ensuring adequate documentation is maintained and employees progress through the system.
• Collaborate with the General Manager and Production Supervisors to eliminate roadblocks to employee skill development and progress through the Pay-for-Skill program.

Safety:

• Partner with the General Manager and management team to create a strong culture of Safe Operations With Zero Harm through effective training and consistent application of the tools and processes.
• Along with General Manager and management team, monitor work practices to ensure a high degree of accountability and commitment to Safe Operations with Zero Harm.
• Ensure safety records and logs follow Company and OSHA requirements.
• Deliver annual safety training for hourly and management personnel and maintain training records.
• Coordinate with management to investigate safety incidents and manage workers’ compensation claims.
• Participate in workers’ compensation hearings and provide documentation.
• Conduct and track risk assessments and safety behavior audits.   
• Management Reports:
• Prepare Human Resources management reports.
• Analyze key Human Resources data and present findings and recommendations to management.

Compliance:

• Is knowledgeable of federal and state employment laws, as well as company policies and procedures, to ensure compliance with employment actions.
• Provide timely and accurate responses to SOX requirements and make General Manager/Home Office aware of non-compliance issues and concerns.
• Responsible for annual review of policies and employment laws with management team.
• Ensure required employment legal posters are up-to-date and posted in common areas.

Payroll Administration:

• Weekly submission of payroll changes and hours worked to the Home Office, with accuracy being key. 

Requirements and Education:

• Extensive professional, technical or administrative training (Bachelor's degree); broad knowledge of Human Resources and Business Management. Will consider an equivalent combination of education and work-related experience
• Minimum of 3 or more years’ work-related experience is required, including working knowledge of Microsoft Word, Excel, and Outlook
• Fluency in both English and Spanish is required, including strong verbal and written communication skills and the ability to read, write, and effectively communicate in both languages
• Professional HR certification is a plus, but not required
• OSHA certification is a plus, but not required
• Manufacturing experience is preferred

Job Type: Full-time

For your hard work, you receive:

• Competitive base pay with bonus eligibility based on company performance
• Opportunity for professional growth
• Paid time off including holidays and vacation
• Excellent benefits to include medical, dental, vision, company paid life/short-term
• disability/long-term disability insurance, flexible spending accounts (FSA), health savings account 
• (HSA), 401(k) with match, company paid tele-health, stock purchase plan, tuition reimbursement 
• assistance, and Employee Assistance Plan (EAP)

These duties may be modified or changed at any time at the sole discretion of management either orally or in writing. The above statements are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.

INSTEEL is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you are qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request accommodation, contact a Human Resources Representative.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to consider applicants residing in locations outside the US requiring Visa sponsorship at this time.

About the Company:

Insteel Industries is the nation’s largest manufacturer of steel wire reinforcing products for concrete construction, including prestressed concrete strand and welded wire reinforcement such as engineered structural mesh and concrete pipe reinforcement. Founded in 1953 and headquartered in Mount Airy, NC, Insteel operates 11 manufacturing plants across the U.S. and has a dedicated engineering services division. As a publicly traded company, our goal is to be the supplier of choice by delivering superior value to our customers. Learn more at insteel.com/careers.

Fraud Prevention Notice:

Please note that Insteel Industries will never ask applicants to purchase equipment, send money, or provide payment information at any point in the hiring process. We may request certain personal information only after an official offer has been extended and the background check and drug screen have been successfully completed. If you receive a request for sensitive information or payment before these steps, it is not from our company. To protect yourself, please report any suspicious activity to our HR team by calling us at (336) 786-2141.