Human Resources Manager

As a Human Resources Manager at RRD, you will lead strategic HR initiatives at our Reynosa facility, focusing on recruitment, employee relations, compliance with local regulations, and fostering a positive work environment. Your role involves collaborating with site management on staffing plans, ensuring internal communication, and administering crucial policies and programs.

To qualify for the Human Resources Manager position at RRD, you should have a Bachelor’s degree in Business, HR, or a related field, alongside a minimum of 5 years of HR experience, including 3 years of supervisory experience. Bilingual proficiency in Spanish and English, plus knowledge of Mexican labor laws, is also essential for the role.

RRD ensures compliance with HR regulations in Mexico by staying informed of federal, state, and local laws and regulations, implementing effective policies, and conducting regular audits. The Human Resources Manager plays a critical role in managing compliance requirements and advocating for employee rights within the organization.

As a Human Resources Manager at RRD, you can expect a collaborative and dynamic work environment. You will engage with various stakeholders, foster open communication, and implement HR strategies that boost employee engagement and morale, making RRD a great place to work.

The Human Resources Manager role at RRD requires approximately 25% travel, which may include visits to R.R. Donnelley corporate or other facilities. Travel will primarily be focused on maintaining effective communication and alignment with corporate HR initiatives.

Handling conflicts effectively is crucial for a Human Resources Manager. Start by actively listening to each party’s perspective and gathering all relevant information. Then facilitate a mediation session to encourage open dialogue, aiming for a collaborative resolution that satisfies both parties while adhering to company policies.

My experience with employee relations includes developing programs that boost engagement and communication. I typically start by fostering an open-door policy to encourage employees to share their thoughts. Additionally, I handle feedback constructively and ensure that employee concerns are addressed swiftly and thoughtfully.

To ensure compliance with HR regulations, I stay updated on relevant laws and best practices. I conduct regular audits of HR processes, train management and staff on compliance requirements, and implement clear documentation practices to safeguard against potential issues.

Developing a strategic staffing plan begins with understanding the business’s goals and workforce needs. I would collaborate with management to assess current staffing levels and future projections, then identify gaps and devise recruitment strategies that align with organizational objectives.

To evaluate the effectiveness of HR programs, I utilize key performance indicators such as employee satisfaction surveys, retention rates, and productivity levels. Regular feedback from staff and management can also provide insights into program effectiveness and areas for improvement.

My approach to training and development focuses on identifying both individual and organizational needs. I implement targeted training programs that provide skills development while promoting career advancement opportunities. Regular assessments and feedback help tailor these programs to ensure maximum impact.

I have actively led diversity and inclusion initiatives by promoting awareness through training programs and mentoring. Building diverse teams fosters innovation and engagement, so I ensure that our recruitment strategies and workplace policies reflect our commitment to inclusivity.

I stay informed about changes in HR laws and regulations by subscribing to industry publications, attending relevant workshops, and participating in professional HR associations. Networking with other HR professionals also provides valuable insights on current trends and best practices.

I have extensive experience implementing and managing performance management systems that align employee performance with business goals. My focus is on creating a continuous feedback culture where regular reviews and goal-setting ensure employees are supported in their growth and development.

Fostering a positive work environment involves promoting open communication, recognizing employee achievements, and encouraging professional development. I lead by example, embodying the company’s values while advocating for initiatives that ensure employees feel valued and engaged in their work.