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Title:  Human Resources Manager

Requisition ID:  7014-159
Location: 

Pittston, PA, US, 18640

Category:  Human Resources
Travel:  No Travel Required
Pay Grade:  94

 

ABOUT THE COMPANY:

At Graphic Packaging International (NYSE: GPK), we produce the box you may have poured your child’s cereal from this morning, the microwaveable tray that heated your lunch, the paper cup that held your coffee throughout the day, and the carrier of those bottles of craft beer you may enjoy tonight! We’re one of the largest manufacturers of paperboard and paper-based packaging for some of the world’s most recognized brands of food, beverage, foodservice, household, personal care and pet care products. Headquartered in Atlanta, Georgia, we are a team of collaborative, innovative, passionate individuals who are committed to providing consumer packaging that makes a world of difference.

 

With almost 18,000 employees working in more than 70 locations in North and South America, Europe and the Pacific Rim, we strive to be an environmentally responsible leader in our industry and in the communities where we operate.  We are committed to workplace diversity and offer compensation and benefits programs that are among the industry’s best to reward the talented people who make our company successful.

 

If this sounds like something you would like to be a part of, we’d like to hear from you.

 

ABOUT THIS OPPORTUNITY:

The Pittston, PA Foodservice manufacturing plant employees approximately 225 salary and hourly employees.  The business is focused on producing both food and beverage cups.   The Human Resources Manager is a key contributor to the local Senior Leadership Team and contributes both strategically as well as tactically to our success. They report to the Plant Manager with a dotted line to the business unit’s Regional HR Director.  This is a collaborative “hands on” role that not only works with dedicated corporate and division resources but also knows and understands the details of their location’s HR and production operation. We are;

 

  • Results oriented: The Company’s personality is high energy, results-driven and determined with a strong work ethic. The organization operates with a significant sense of urgency and makes decisions with a reasonable amount of data. The pace is quick, is focused on raising the bar and driving towards higher levels of achievement.

 

  • Focus on performance: Command of the details of the business is important, including understanding of the levers to pull to deliver on commitments, and experience in developing and executing on contingency plans to ensure obligations are met.

 

  • Hands-on style: Our leaders balance the need to be involved in the detail, while also seeing the big picture and acting strategically. Leaders have command of what is happening within their businesses and functions (both opportunities and challenges) and must be ahead of the curve to have plans in place to capitalize on the upside and countermeasure the downside. We operate with large spans of control and expect that leaders have the right balance of delegation and hands-on leadership.

 

  • Direct yet respectful: People challenge each other in a professional but direct manner and expect that leadership can give and receive feedback in the same manner.

 

  • Data oriented: Key business and HR results are measured and tracked at a detailed level, and countermeasures are proactively in place to ensure commitments are met. With a focus on performance and data, strong intellect and business acumen are essential.

 

  • An integrated business approach: Collaboration is key and close working relationships are critical given the highly integrated supply chain and shared global customer base. Organizational agility is a major key to success so learning “who does what” and how things are done is important.

 

MISSION / SUMMARY:

The Human Resources Manager is expected to be a key business partner with the facility manager and the supervising staff in managing the business. They will provide coaching, consulting, support, policy interpretation and application to include matters relating to the site’s employee relations. They’re insightful, detect essence, understand and forecast trends or likelihood. They encourage professional and respectful challenges and seize learning opportunities to develop leaders who inspire employees while considering the big picture. The position is responsible for ensuring that management is consistent in the execution of company policies and procedures as well as ensure legal compliance. The Human Resources Manager leads cultural and engagement initiatives that include employee communications, health & wellness, community involvement, reward & recognition, performance management and a variety of other activities. They understand and align business operations and Human Resources as he/she executes their role to exceed customer expectations and align with GPI business, cultural, financial and operational objectives.

 

JOB FUNCTIONS: Job functions include, but are not limited to the following.

  • Is a key member of the Plant Senior Leadership Team and the broader HR Leadership Team who works strategically but also rolls up their sleeves and gets into the details.
  • Works with internal and external resources to develop recruiting strategies for hourly and salary positions. Coordinates and fully participates in the recruiting and selection process.  Manages adherence and tracking of personnel to plan.
  • Promote, retain, recruit, and attract “A” players at all levels in the organization. Responsible for the consistent application of all recruiting and onboarding tools.
  • Prepares detailed monthly employee headcount forecasting as well as supports and contributes to annual budgeting process.
  • Acts as a change agent and drives improved performance through collaborative employee coaching and development at all levels of the organization.
  • Provides employee relations counseling and problem solving for managers and employees to ensure a productive work environment, consistency with company values, policies, and compliance with state and federal regulatory law.
  • Provides advice, counseling and training to managers and supervisors on performance-based issues including corrective action plans and terminations.
  • Career development planning and execution for direct reports & others.
  • Oversee and manage the career development planning and execution for all top performing employees in the facility.
  • Oversee and manage the career development planning and execution for LDP (Leadership Development Program) and focus position employees.
  • Investigate employee relation issues such as employee complaints, harassment allegations and recommends appropriate action.
  • Oversee the areas of employment, affirmative action, employee benefits, compensation, performance appraisal programs, personnel record keeping, unemployment claims and employee relations, training, and HRIS for the operating location.
  • Manage affirmative action programs including implementing and providing training to management regarding AAP goals.
  • Partners with leadership to identify and determine management development needs.
  • Manages and coordinates site succession and workforce planning efforts.
  • Lead and/or participate on various project teams, which may include local, divisional, and corporate teams.
  • Must be able provide feedback from the employee’s and company’s perspective. Needs to be open and candid with feedback. 
  • Attend and periodically lead business related meetings.
  • Other duties as assigned.

 

BACKGROUND / EXPERIENCE:

  • External candidates must have a minimum of five (5) to ten (10) years’ experience managing Human Resources in a manufacturing environment.
  • Experience managing multiple human resources generalist disciplines at all levels from production to professional level employees.
  • Development and coaching of employees.
  • Strong analytical experience in policy interpretation, investigations, and reconciliation or outcome recommendations.
  • Prior experience supervising direct reports.
  • Safety & Worker’s Comp experience preferred.

 

EDUCATION / KNOWLEDGE:

  • BA/BS/Master’s or compensatory closely related work experience required in lieu of degree.
  • SHRM/HRCI certification preferred.
  • Demonstrated knowledge of federal and state employment laws and other government compliance regulations.
  • Demonstrated knowledge of Talent Management, Recruiting & Selection, Succession Planning & Development, Compensation, and Benefits including time keeping, payroll and Worker’s Compensation.
  • Demonstrated knowledge of leading and facilitating thorough and accurate investigations and final outcome recommendations that are focused on legal and policy compliance as well as driving change and acceptable behavior that is aligned with the company’s core values.
  • Microsoft Office Suite Products.
  • SAP HCM and Success Factors knowledge helpful but not required.
  • Lean/Six Sigma familiarity.

 

SKILLS:

  • Leadership & Accountability
  • Detecting essence and probability
  • Employee Engagement
  • Building Effective Teams
  • Relationship Building
  • Organizational Agility
  • Presentations
  • Time Management
  • Attention to Detail
  • Process Oriented

 

SCHEDULE DEMANDS:

  • General schedule(s) is an 8-hour M-F assignment, however, employee must be willing to work alternate schedules occasionally; that may include early mornings, nights, and/or weekends and be punctual while doing so.
  • Occasional overnight travel to include flying, driving, riding or by rail.

 

PHYSICAL DEMANDS:

  • Sitting or standing for extended periods of time up to 8-hours.
  • Occasional Lifting up to 20 lbs.
  • Reading computer screen or other electronic devices.
  • Use of various office hand and electrical tools or equipment.

 

GRAPHIC PACKAGING INTERNATIONAL, LLC. is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, sex, age, religion, natural origin, sexual orientation, citizenship, handicap, or disability, marital status, veteran status or any other basis prohibited by local, state, or federal law.


Required Experience






At Graphic Packaging International (NYSE: GPK), we produce the box you may have poured your child's cereal from this morning, the microwaveable tray that heated your lunch, the paper cup that held your coffee throughout the day, and the carrier of those bottles of craft beer you may enjoy tonight! We're one of the largest manufacturers of paperboard and paper-based packaging for some of the world's most recognized brands of food, beverage, foodservice, household, personal care and pet care products. Headquartered in Atlanta, Georgia, we are a team of collaborative, innovative, passionate individuals who are committed to providing consumer packaging that makes a world of difference.

With almost 18,000 employees working in more than 70 locations in North and South America, Europe and the Pacific Rim, we strive to be an environmentally responsible leader in our industry and in the communities where we operate. We are committed to workplace diversity and offer compensation and benefits programs that are among the industry's best to reward the talented people who make our company successful.

If this sounds like something you would like to be a part of, we'd love to hear from you. Learn more about us at www.graphicpkg.com.

Inspired Packaging. A World of Difference.


Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the EEO is the Law Poster.


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