HR Manager

AFL provides industry-leading fiber optic products and services across the globe. Our company was founded in 1984 with a single fiber optic cable and now we manufacture over two thousand products, employ over 6,000 associates and consistently generate annual sales in excess of a 1.

8 billion-dollars in revenue. With our commitment to professional growth and employee development, let AFL "Connect" you to your next career opportunity!

What We Offer :

• A hybrid office schedule for qualifying employees
• Flexible time off policy
• 401K Company match (up to 4% - dollar for dollar)
• Professional development, training, and tuition reimbursement programs
• Excellent medical, dental, vision, and life insurance policy options
• Opportunities for career advancement with an industry leader!

Job Summary

The Human Resources Manager works closely with the HR Team and aligns business objectives with employees and management in designated business units.

Continuously evaluates ongoing HR policies, programs, functions and activities and, where applicable, develops and implements new policies.

Delivers HR products and services that are considered value added, measurable, directly tied to AFL's business objectives and strategic direction, and aimed at increasing employee satisfaction.

The position maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

Responsibilities

• Provides proactive leadership and ensures development of HR best practices.
• Works with other HR team members to successfully execute the HR business plan.
• Maintains knowledge of industry trends and employment legislation in order to facilitate legal compliance and continuous improvement of HR practices.
• Develops and maintains a responsive work environment and provides a high level of HR services.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Partners with the legal department as needed / required.

• Manages and resolves complex employee relations issues.
• Identifies patterns and issues across departments and develops strategies in order to address and resolve issues.
• Continuously seeks opportunities to implement processes and procedures that improve quality, effectiveness, and efficiency of HR services.
• Participates in sourcing, selecting, interviewing and selection of new employees and supports the coordination of the new hire process.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units.
• Frequent interaction with the Payroll department by developing and monitoring all tasks necessary to accomplish the organization's payroll objectives.
• Develops, tracks, and communicates Human Resources key performance indicators (KPIs).
• Adheres to and promotes the environmental, health & safety policies of AFL.

Qualifications

• Bachelor's degree or Associate's Degree plus commensurate experience. SHRM certification preferred.
• 5 years progressive Human Resources experience; with working knowledge of multiple human resource disciplines such as compensation practices, organizational effectiveness, employee relationships, performance management, current trends, federal and state respective employment laws.
• 3-5 years' hands-on exposure and experience handling, at times complex, employee relations issues.
• 3+ years as a business partner, or involved with the HR operational and business strategy side of manufacturing business, preferred.
• Ability to improve existing systems or procedures.
• Must be highly proficient in a multitude of software to include Word, Excel, and PowerPoint.
• Proven track record of creating and implementing internal controls and process improvements.
• Detail oriented, organized, flexible and able to work with multiple parties at all levels.
• Experience in development of metrics and analysis of metrics desired.
• Effective delegation skills, ability to coordinate work activities and provide constructive feedback to subordinates and team members to support continuous improvement.
• Knowledge of State and Federal Wage, Employment Laws and HR policies and procedures and ability to apply requirements to situations in the workplace
• Skilled in comprehending and analyzing procedural problems. Make sound recommendations and conclusions.
• Experience in working with a HRIS System is preferred.

Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities

The 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)