DescriptionAbout AMPI:AMPI owns eight Midwest-based manufacturing plants where 10 percent of the nation's American-type cheese, processed cheese and butter is produced. The cooperative's award-winning cheese, butter and powdered dairy products are marketed to foodservice, retail and food ingredient customers. In 2019, the co-op launched its Dinner Bell Creamery brand and accompanying Co-op Crafted promise, highlighting more than 50 years of dairy farm families partnering with skilled butter makers and cheese makers.Job Summary:The HR Manager develops, implements, and administers policies and programs including; employment, employee learning and development, recruitment, onboarding, compensation, performance management, and EEO/affirmative action.Essential ResponsibilitiesThis list of duties and responsibilities is not all inclusive and may be expanded to include other duties and responsibilities as management may deem necessary from time to time:+ Coordinates recruitment for the facility including identifying recruitment sources, evaluating candidates, conducting interviews, and referring qualified candidates to appropriate staff members for further evaluation. Extends offers of employment, arranges background checks, drug screens and physicals. Conducts new hire orientation.+ Assists with workers' compensation and OSHA compliance programs. Through the workers' compensation carrier, monitors the progress of employees with claims. Assists with OSHA Logs and electronic submission and prepares annual OSHA summary postings.+ Ensures legal compliance with all federal and state regulations applicable to the human resource areas such as; Title VII of the Civil Rights Act, Immigration Reform and Control Act (IRCA), Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), Health Insurance Portability and Accountability Act (HIPAA) and the Occupational Safety and Health Act (OSHA). Completes the location's Affirmative Action Plan, provides training and completes outreach. Monitors human resource processes for compliance, posts notices, maintains records, investigates and resolves employee complaints, and recommends changes necessary to achieve compliance.+ Maintains all Human Resources related records, including separate file systems for personnel records, employment selection process records, I-9 forms (IRCA), affirmative action/equal employment related records, OSHA/workers compensation related records, records related to complaint investigations and employee performance issues. Ensures confidentiality and limited access according to procedure.+ Leads and manages all Human Resource functions in areas including but not limited to: answering HR questions, benefit enrollment, entering and processing new hires, changes and termination information, background checks, performance reviews, forms, policy updates and conducting stay and exit interviews. Assists with planning and presentation of meetings including division meetings.+ Responsible for communication to the union. Manage and respond to union grievances. Participate in collective bargaining contract negotiations.+ Supervise and train direct reports while serving as their back up support.+ Oversees learning and development for all employees, running reports, assigning affected training and ensuring completion of assigned courses.+ Creates statistical reports (KPI's) for weekly and monthly review by leadership team. Analyzes monthly HR metrics, identifying unfavorable trends and implement corrective actions to curb unfavorable trending.+ Maintains accurate employee information in HRIS system.+ Maintains professional and technical knowledge in areas of responsibility by attending educational workshops, reviewing professional publications, researching topics, establishing personal networks, and participating in professional societies.+ Other duties as assigned.An individual in this position must be able to successfully perform the essential duties and responsibilities listed above. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The above list reflects the general details necessary to describe the principle and essential functions of the position and shall not be construed as the only duties that may be assigned for the position.Education/Experience:+ High School Diploma or General Education Degree (GED) required.+ Bachelor's degree in human resources or related field, preferred with emphasis in human resources, business management, or related field.+ PHR or SPHR certification preferred.+ Three to five years human resources management experience.+ Knowledge of UKG human resources system (HRIS) preferred.+ Working knowledge of collective bargaining agreements including contract negotiation experience preferred.+ Bilingual preferred.+ Knowledge of policies, and practices, including but not limited to; recruitment, selection, compensation, job description, non-discrimination, safety-security, promotion, discipline, performance management, and termination.Benefits:AMPI offers competitive starting pay, PTO, 401k, short-term disability, health, dental, vision, life insurance, flexible spending accounts, employee assistance programs and more.Associated Milk Producers Inc. (AMPI) is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. + High School or betterEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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