Hr Leader Jobs

Overview

Who We Are:

Lippert is a leading, global manufacturer and supplier of highly engineered products and customized solutions, dedicated to shaping, growing and bettering the RV, marine, automotive, commercial vehicle and building products industries. We combine our strategic manufacturing capabilities with the power of our winning team culture to deliver unrivaled customer service, award-winning innovation, and premium products to all of our customers.

Why We are Different:

At Lippert, Everyone Matters. This is not just a tagline or empty promise; it is who we are. We have intentionally created a culture that values and celebrates our team members’ unique and varied backgrounds, perspectives, and experiences. We strive to give our team members a deeper sense of purpose at work, and we continue to build a better work environment by aligning our cultural and business strategies with the needs of our team members.

What You will Get:

• Career development and mentoring and opportunities to grow.
• Fair and competitive compensation.
• Comprehensive benefit offerings including medical, dental, vision, 401k with employer match, vacation, and more!
• Holiday, personal and vacation days.
• A unique, inclusive and supportive company culture.

Summary:

Responsible for HR functions within the location within the organization, including associate orientation, onboarding, HR compliance, HR communications, associate training, counseling and coaching, performance management and improvement. The person in this role will work with the business line functional leaders and line staff to solve problems, make recommendations and help propel the organization forward. This position will report to the Senior HR Manager.

Duties and Responsibilities:

The duties and responsibilities of the Human Resources Generalist will consist of, but are not limited to, the following:

• Support utilization of the HR support model; guide associates to the appropriate channel and ensure proper utilization of HR policies and processes
• Advise leaders on people issues
• Coach designated leaders through change management, performance management issues, etc.
• Support associate relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from associates or managers
• Work with designated department leaders on Talent Reviews, workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc.
• Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance
• Promote and foster a healthy work environment; raise awareness of available programs to assist associates; implement appropriate associate engagement programs and union avoidance initiatives (as applicable)
• Partner with assigned business segments to serve as dedicated HR contact
• Support Payroll & Benefits (Total Rewards) Shared Services with benefits enrollment at facility level
• Advise leaders on learning and organizational development; may include program implementation such as ensuring completion of associate development plans, updating the succession plan and implementing other programs and tools
• Works closely with assigned business segments’ management in order to be proactive in planning HR business support needs and issues, and to ensure all of the HR needs are being met in a timely and professional manner
• Support effective leader and associate communications
• Implement company-wide or location-specific HR initiatives
• Escalate major issues to Senior HR Manager or VP of HR when appropriate
• Advise business leaders on change management, performance issues, responding to associate or community concerns, compliance or ethics investigations, etc.
• Engage in and coordinate company efforts for volunteerism in the community
• Work closely with each business segment in order to gain thorough understanding of each segments' needs as it relates to recruiting, staffing, planning, training, payroll, benefits, coaching and associate relations
• Interpret and drive departmental action planning as a result of associate engagement surveys; assess facility “temperature” through formal and informal sensing and plan actions with department managers
• Work with Senior HR Manager and VP of HR to give feedback on strategies and programs to more effectively meet the needs of businesses

Competencies:

• Results Action Oriented
• Customer Focus
• Decision Quality
• Time Management/Organizational Ability
• Displaying Technical Expertise

Requirements:

• Physical, Mental and Visual Skills: Ability to read, write, type; sitting and standing for long periods of time up to 8 hours per day
• Cross-functional Skills: Ability to work well cross-functionally; engages and builds effective relationships across the organization; provides excellent internal and external customer service
• Physical Environment: Normal office environment; potential of exposure to moving equipment, if proper safety procedures are not followed
• Problem Solving Skills: High level of resourcefulness; excellent problem solving skills with the ability to provide easily understood solutions; demonstrates execution skills
• Work Experience: 3 years’ of human resources experience dealing with retention, succession planning, change management, associate relations, performance improvement, associate engagement, etc.); 1 years’ of human resources experience within a manufacturing environment
• Organization Skills: Excellent organizational, ability to multi-task and shift priorities as needed
• Education: Associate’s degree in Business, Organizational Development, Human Resources or related field
• Communication Skills: Excellent written and verbal skills; ability to influence and possesses organizational savvy; ability to deal with sensitive and confidential information; ability to communicate well with all levels of the organization; strong interpersonal skills
• Computer Skills: Prior experience working with HRIS systems; experience working with Performance Management and Learning Management systems; intermediate Excel skills and experience with reporting analytics tools
• Travel Requirements: Ability to travel up to 10% of the time

Preferred Requirements:

• Education: Bachelor’s degree in Business, Organizational Development, Human Resources or related fields or equivalent is strongly preferred
• Certifications: PHR, SPHR, SHRM-CP, or SHRM SCP; or other professional certifications and designations are highly desired
• Computer Skills: Prior experience working with Learning Management Software, ADP Workforce Now or other HRIS systems

Physical Demands

The characteristics described below are representative of those encountered while performing essential functions of this position. Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this position, the employee is regularly required to talk and hear. This position is active and requires standing, walking, bending, kneeling, and stooping. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Position Type/Expected Hours of Work

This is a full-time position. The expected work hours are approximately 40 hours per week, Monday through Friday. Weekend and overtime work may be required at certain times throughout the year.

Location: Elkhart, IN

Travel Expectations: Minimal travel is expected for this position <5%
Work Authorization/Security Clearance
Must be able to pass E-Verify.
Pay Group : AAP/EEO Statement
Lippert provides equal employment opportunity to all team members and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, pregnancy, national origin, ancestry, age, genetic information, disability, citizen status, veteran status, military service, marital status or any other legally protected category as established by federal, state, or local law. This policy governs all employment decisions, including recruitment, hiring, job assignment, compensation, training, promotion, discipline, transfer, leave-of-absence, access to benefits, layoff, recall, termination and other personnel matters. All employment and personnel-related decisions are based solely upon legitimate, job-related factors, such as skill, ability, past performance, and length of service with Lippert.
Lippert’s strong commitment to equal employment opportunity requires a commitment by each individual team member. Compliance with the letter and spirit of this policy is required of all team members. Violations of this policy should be immediately reported to your leader or to any member of leadership. Team members who violate this policy will be subject to disciplinary action, up to and including termination of employment.