Job Description

Job Description

Job Description

Job summary

Reporting to the President, the Human Resources Manager is responsible for managing and overseeing all Human Resources operations across multiple locations, ensuring alignment with the company’s strategic goals and compliance with all relevant regulations. This position serves as a key member of the management team, providing strategic and day-to-day HR support to employees, supervisors, and management.

The HR Manager is responsible for ensuring compliance with federal, state, and local employment laws while supporting the Company's business objectives, workforce requirements, employee relations, staffing needs, compensation and benefits programs, performance management, and ensuring consistent application of all HR policies and procedures within the organization.

Job Responsibilities:

• Lead and manage HR functions across multiple locations, including recruitment, employee relations, performance management, compliance, training and development.
• Serve as a trusted advisor to managers and employees on HR policies, procedures, and best practices.
• Strategic development and implementation of HR policies and procedures that support the company’s objectives and promote a positive work environment.
• Monitor and respond to employee inquiries related to HR topics, HR policies, and HRIS system navigation.
• Update employee records in the HRIS system, maintaining data integrity and accuracy as well as ensuring confidentiality.
• Process payroll (weekly, bi-weekly and monthly) within the ADP system.
• Provide day-to-day coaching to leadership on a variety of actions to include employee relations issues, conflict resolution, policy interpretation and application; talent management and development.
• Maintain and update employee records and HR files with accurate, timely, and confidential documentation on employee relations cases, in compliance with internal policies and legal requirements.
• Maintain a comprehensive understanding of current legal standards, including federal, state, and local employment laws, regulations, and best practices, ensuring compliance and minimizing risk associated with daily employee management.
• Manage various leave programs such as personal leave, STD, LTD, and FMLA.
• Manage the COBRA process.
• Process documentation and prepare reports relating to employee activities (training, performance evaluations, employee changes, and terminations).
• Complete timely and accurate responses to unemployment claims, ensuring accuracy and adherence to deadlines.
• Collaborate with senior management to identify and address strategic HR needs and challenges.
• Monitor and analyze HR metrics to assess the effectiveness of HR initiatives and make strategic, data-driven decisions.
• Ensure compliance with labor laws and regulations at all locations.
• Foster a culture of continuous improvement and professional development within the organization.
• HR Subject Matter Expert demonstrated through HR certification.

Qualification and Educational Requirements

• BA/BS degree, preferably in human resources, business, psychology, or a related field. HR certification (e.g., PHR, SHRM-CP) desired.
• Minimum of 3 years of HR experience, with at least 1 year in a leadership role; preferably in manufacturing.
• Experience utilizing ADP HRIS System and Payroll Processing.
• Proficiency in Microsoft Office Suite.
• Strong leadership and interpersonal skills, ability to communicate well at all levels of the organization.
• Strong problem solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analysis.
• High level of integrity and dependability with a strong sense of urgency and results oriented.
• Excellent written and verbal communication skills required.
• Work effectively in a team.
• Strong knowledge of labor laws and regulations.

Success Measures

Success in this role will be measured by:

Management of assigned HR Metrics – Recruiting, Onboarding Satisfaction, Retention, Turnover, Audit Readiness, Policy and Handbook Updates, Manager Effectiveness- Supported by HR Coaching, Employee Resolution, Exit Interviews, Response Time to HR Inquiries, Benefits Enrollment, Successful launch of company initiatives.

Job Location    

This job is a full-time on-site position located in Clanton, Alabama.

Work Environment

This position is in a climate-controlled office environment while on-site. The office environment is a typical office with equipment noise i.e., computers, printers, phones, etc. and may involve frequent interruptions. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. 

Physical Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is frequently required to walk. The employee is occasionally required to stand and stoop, kneel, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include Close vision and Distance vision.

Stewart Signs is an equal opportunity employer and complies with all applicable federal, state, and local fair employment practices laws.  Stewart Signs strictly prohibits and does not tolerate discrimination against employees, applicants, or any other covered persons because of race, color, sex (including pregnancy), age, national origin or ancestry, ethnicity, religion, creed, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state, or local protected class.  This policy applies to all terms and conditions of employment, including, but not limited to, hiring, training, promotion, discipline, compensation, benefits, and termination of employment.

Stewart Signs complies with the Americans with Disabilities Act (ADA), as amended by the ADA Amendments Act, and all applicable state or local law.

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