Human Resources Business Partner III - Montgomery Plant

The Human Resources Business Partner the primary responsibility for all day-to-day human resource functions for plant level employees.  Assists Plant Senior HR Manager in formulating and administering human resources functions, policies, procedures, employee relations and develop  of training programs for Salaried and Hourly workforce at the plant level.

This position will serve our Water Heater Division, located in Montgomery, AL.

• Assist with the administration and compliance of all cities, state, and federal laws relating to the human resources function.
• Assist in the administration of the company’s constructive discipline policy to include participation in the disciplinary process up to and including termination cases. Act as an advisor to plant supervisors and managers regarding interpretation for the Company’s Human Resources policies.
• Conduct investigations regarding employee inappropriate conduct and recommend resolutions.
• Conduct employee problem counseling as required.
• Develop or provide necessary Training programs for salaried employees.  Facilitate and direct training teams.
• Assist in the formulation and implementation of plant human resources policies and procedures.
• Responsible for Monthly Reports assigned by Senior HR Manager, turnover reports, and discipline log.
• Review personnel actions such as demotions, terminations, dismissals, transfers in accordance with company policies and practices.
• Conduct exit interviews and provide follow-up and feedback as appropriate.
• Assist Senior HR Manager in Supervisory development and education program in accordance with ISO Standards.
• Participate with the HR Teams including employee activities, communication team, etc.
• Perform all other duties as assigned.

• Bachelor’s degree in business, Human Resources or related field.
• 7 years experience as an HR Generalist.
• Experience in managing Workers Compensation and Unemployment claims.
• Must have a broad knowledge of the principles, laws, and regulations related to the management of human resources (city, state, & federal employment laws)
• Must have experience in disciplinary policy administration (terminations, defending unemployment claims, etc.)
• Computer literacy a must!  Strong working knowledge of Word, Excel, PowerPoint, Outlook and HRIS systems with the ability to learn new software quickly.
• Previous training and program development experience.
• Experience in recruiting, interviewing and hiring new employees.
• Strong interpersonal and communicative skills with all levels within the organization a MUST!
• Strong employee relations experience. 
• Ability to maintain the highest degree of confidentiality at all times.

 

HOW TO STAND OUT 

• Master’s degree in human resources a plus
• Professional Human Resources Certification
• Strong analytical and problem-solving skills.
• Self-starter with ability to work with little or no supervision, a team player, able to prioritize multiple projects and deal with numerous interruptions.
• Experience in Human Resources in a manufacturing environment preferred.

 

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At Rheem, we are dedicated to bringing comfort to people’s lives. As a leading global manufacturer of heating, cooling and water heating equipment, we are innovating all-new ways to deliver just the right temperature while saving energy, water and supporting a more sustainable future. It is an exciting challenge that requires a team of talented, passionate people with a diverse set of skills. From engineers to accountants, sales professionals to support experts, Rheem depends on people to power our innovations. Join Rheem, and help shape the future of products that impact lives—every day.
Rheem is an Equal Opportunity Employer. Rheem encourages all qualified candidates to apply, including those of any race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. The job description above has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job.  Equivalent combination of education, experience, and skills may supplement above minimum job requirements.
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