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Proactively lead and oversee the design and implementation of human resourcesprograms and policies for DAP plant and distribution centers, including, but not limited to, compensation, talent acquisition and development, employee engagement, and employee relations.
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Work with the Sr. Human Resource & Labor Relations Manager to ensure that all human resource related legal requirements for the plant are met. Assist the Sr. Human Resource & Labor Relations Manager with special projects as assigned.
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LHH Recruitment Solutions has partnered with a growing organization, and they are seeking a highly motivated Bilingual Human Resources Generalist to join their team in Oak Park, IL. The ideal candidate will have a strong background in human resources administration, with a focus on employee relations, engagement, and compliance.
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As the Senior Manager of Human Resources for our 24x7 food manufacturing facility, you will lead the HR function and play a critical role in shaping the people strategy to support the organization's goals.
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Post Consumer Brands (PCB), a leader in the breakfast cereal category, is looking for a Vice President of Human Resources- Manufacturing, to lead the people strategy as we expand our portfolio into the pet food category.
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Handle employee relations concerns with assistance from the Mechanical Engineering Manager and Human Resources. Lincoln Electric is the world leader in the engineering, design, and manufacturing of advanced arc welding solutions, automated joining, assembly and cutting systems, plasma and oxy-fuel cutting equipment, and has a leading global position in brazing and soldering alloys.
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You will play a key role supporting our construction manufacturing operations by providing efficient and comprehensive HR support, including recruitment, onboarding, employee relations, and benefits administration.
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With over 4,200 employees and over 30 global manufacturing brands, AGI is a leading provider of equipment and technology solutions for agricultural commodities including seed, fertilizer, grain and feed systems and an expanding platform for food processing facilities.
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This position carries out responsibilities in the following functional areas under the guidance of the human resources leader: employee support and services, benefits administration, employee relations and investigations, employee engagement and communications, performance management, talent acquisition support, onboarding, policy implementation, and employment law compliance.
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Oversee and implement human resources initiatives and practices that foster growth, innovation, organizational effectiveness and employee relations that align with business strategies in areas including: talent acquisition, employee development, and performance management.
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Spellman High Voltage Electronics Corporation, a customer focused global provider of high voltage power supplies, X-Ray generator and Monoblocks® - provides custom products for medical diagnostic imaging, scientific research, security, industrial process controls, semiconductor manufacturing and undersea data transmission.
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Work in conjunction with Human Resources and operations management to maintain a positive employee relations environment. This individual will be a key contributor to the leadership team by ensuring all manufacturing and print fulfillment activities meet RRD quality standards and customers' expectations.
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8-10 years of progressive experience in Human Resources, with at least 3-5 years in a leadership role focused on HR operations and strategic HR leadership in a manufacturing or industrial setting.
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RequirementsBachelor's degree in human resources, business, or related field5+ years of demonstrated labor relations experience (grievances, contractadministration & interpretation, negotiation preparation and participation) in a manufacturing environmentMasters degree in Human ResourcesSPHR or PHR certification or SHRM equivalenceProficiency in Google SuiteAbility to travel 25.
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Provide human resource leadership for manufacturing sites to deliver key HR processes including staffing, organization design, talent management, succession planning, communications, employee relations, compensation and benefits, diversity initiatives, training, and employee.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.