Build your Career with an Industry Leader
Fort Dearborn Company is a leader in printed labels for the consumer products industry. Join Fort Dearborn and you will have the opportunity to become part of an organization that is committed to excellence and industry leadership for almost 100 years.
The HR Manager in Fort Dearborn will focus in several key areas, including:
Having the right people in the right place at the right time
The Manager, Human Resources will leverage talent acquisition tools to fill open requisitions as well as prospect for strategic people needs. This role will work closely with local staffing agencies to fill temporary positions within their plant(s) as well as be primarily responsible for all hourly direct hiring. The HR Manager will also be a critical contributor in selection processes for Plant management roles. Part of ensuring proper staffing also includes implementation and maintenance of a variety of labor forecasting tools and “after the fact” reporting (e.g. turnover) to understand future labor needs as well as understand why/where Fort Dearborn is losing existing talent.
Developing our managers and HR team to succeed in an environment that is continuously improving
In addition, this role will also play a leadership role in executing the Fort Dearborn talent identification and succession planning process (also called the “People Plan”). The Manager will lead this process for their plant, including calibration and also work with the HR Director to aggregate People Plan data and present internal key talent as part of slates for new openings within their segment. The HR Manager must also be influential in deploying an individual development planning process as well as our performance management process. This role will also lead a semi-annual Talent assessment within their segment whose goals are to assess current enterprise training offerings and also identify needs and programs for the coming year. The Manager, Human Resources must finally ensure that all progressive discipline and policy matters are executed in an appropriate manner in accordance with labor and employment rules and also our company policies.
Make Fort Dearborn the employer-of-choice for current and future team members
The Manager, Human Resources will play a key role in ensuring execution of our company onboarding strategy and also provide feedback for ongoing continuous improvement in our onboarding program. The HR Manager will monitor, drive and help improve any number of two-way associate communication avenues including Town Hall meetings, monthly plant-wide meetings, new hire meetings and feedback “roundtable” meetings. The HR Manager will ensure that his/her respective segment is attentive to our annual “Speak Up” associate feedback survey including making sure that all associates have the opportunity to complete the survey and also making certain that his/her plant(s) complete action plans aimed at improving overall culture which will be measured by survey results.
Ensure that assigned plant(s) are staffed appropriately to labor planning. This includes initiating the requisition approval process, advertising, screening resumes, interviewing, ensuring management involvement in the selection process and offer approvals. Enabling the plant to be resourced to meet production demands is a primary responsibility of this role. The HR Manager will also interview exempt and other senior hires when necessary.
Lead and continuously improve our enterprise-wide Onboarding program with an objective of ensuring all new hires receive a proper introduction to the company, their location and their job throughout their first 90 days.
Manage the Objective Setting and Performance review process throughout the year to ensure that all associates receive objectives and performance feedback throughout the year.
Work with local management team and the HRIS team in Corporate to ensure the maintenance of the HCM and payroll tools including weekly payroll process; ensure HR events are properly and timely recorded in the HR system.
As part of the plant leadership team, ensure a safe work environment where accidents are prevented where possible and any injury/incident is handled with the associate’s well-being as the top priority and then addressing worker’s compensation administration and the root causes and countermeasures to prevent future occurrences.
Provide information and reports on data such as staff turnover, cost, etc. This role must be comfortable utilizing technology in order to aggregate and analyze data in order to make fact-based decisions.
Work with the HR Director and Plant Manager to ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur
Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements, expediting fulfillment; evaluating milestone accomplishments; evaluation optional courses of action; changing assumptions and direction.
Interact seamlessly with peers in the HR department but also cross-functionally. Coordinating decisions and communications across multiple stakeholders within the plant is an important responsibility of this position.
Manage and direct local compensation wage surveys, market equity proposals and the annual merit process.
Oversee payroll and benefits administration to ensure associates are paid timely and accurately, and are provided benefits they elect. This should also include management of various LOAs including STD, FMLA, etc.
Assists plant management in the annual review, preparation and administration of wage and salary program.
Consults with legal counsel with the authorization of the Director, Human Resources, as appropriate.
Supports management by providing human resources advice, counsel, and decisions; analyzing information and applications. The HR Manager must be comfortable challenging assumptions and having the courage to stand-alone when it is appropriate while also maintaining productive and sustainable partnerships with other leaders in the organization.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Role models our Core Values and Code of Conduct and coaches and communicates the same across their segment including their HR Manager team.
Travel will be intermittently required in order to provide field training and attend ad hoc meetings.
Other duties as assigned.
Undergraduate degree in Human Resources or related discipline is preferred but not required
5+ years of HR generalist experience (more experience required if no undergraduate degree). Preferred experience in manufacturing and also in managing HR in multiple-site, 24/7 operation(s).
Working knowledge of regulatory, legal and statutory rules governing employment and labor law.
Excellent communication and presentation skills
High energy level and ability to marshal resources to accomplish projects, tasks and change initiatives
Exceptional customer focus and ability to build effective working relationships at all organizational levels
Ability to adapt to changing environment and support of multiple clients.
High degree of professionalism, discretion and integrity.
Fort Dearborn welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. Fort Dearborn Company is an equal opportunity employer.