HR Manager

As an HR Manager at Shearer’s in Massillon, Ohio, your responsibilities will include managing HR functions at the Millennium Plant, overseeing employee relations, retention strategies, onboarding processes, and compliance with employment policies. You're expected to foster a positive culture, consult with management on HR-related issues, and lead initiatives that enhance associate relations while ensuring safety and regulatory compliance.

To qualify as an HR Manager at Shearer’s, you should possess a four-year degree in Business or a related field, along with at least five years of experience in Human Resources management. Strong data analytics and project management skills are essential, along with proficiency in software like Excel and PowerPoint. Familiarity with complex HRIS systems is a plus!

At Shearer’s, you can expect a collaborative and inclusive work culture that values high performance and teamwork. The company is committed to fostering a culture of trust and positivity among its employees, ensuring that everyone feels included and valued as part of the Shearer’s family.

Shearer’s values continuous learning and professional growth. As an HR Manager, you'll have access to various training programs and initiatives aimed at enhancing your skills. This could range from leadership training to workshops on specific HR topics, ultimately supporting your career advancement within the company.

As an HR Manager at Shearer’s, you will enjoy a comprehensive benefits package that includes medical, dental, and vision coverage, a retirement savings plan with a match, life insurance, and several additional offerings like short- and long-term disability insurance. Your well-being is a priority at Shearer’s!

When addressing conflicts between employees, I prioritize open communication. I listen to each party's perspective, facilitate discussions, and encourage a resolution that is mutually acceptable. My goal is to maintain a positive work environment and I ensure that all conversations remain confidential and respectful.

Certainly! In my previous role, I developed a retention program that included mentorship pairing and skill development workshops. By aligning career progression with individual goals and providing ongoing support, we saw a marked decrease in turnover rates and an increase in employee engagement.

To promote a safe work environment, I believe in conducting regular training sessions on safety protocols, encouraging employee feedback, and performing routine inspections. I also foster a culture where employees feel comfortable reporting hazards without fear, ensuring we address safety issues promptly.

I stay informed about HR laws and regulations by subscribing to industry newsletters, attending HR conferences, and participating in webinars. Networking with other HR professionals also helps me stay current with changes and best practices in the field.

My approach to onboarding involves creating a comprehensive orientation program that familiarizes new hires with company culture, policies, and their specific roles. I aim to pair them with a mentor who can support them during their transition and provide resources that help them become effective team members quickly.

Data analytics plays a crucial role in my HR decision-making by providing insights into employee performance, engagement levels, and retention rates. Utilizing HR metrics allows me to make informed decisions and implement changes proactively, ensuring that we align our HR strategies with business goals.

To improve employee morale, I will initiate regular feedback sessions to understand concerns and suggest initiatives such as team-building activities, recognition programs, and wellness resources that align with employee needs, fostering a positive and motivated workplace.

I conduct performance reviews using a balanced approach that combines self-assessments and manager evaluations. I encourage open dialogue during the review process, focusing not only on areas for improvement but also recognizing employees' achievements and setting clear goals for their future performance.

When handling disciplinary actions, I follow a structured process that ensures fairness and consistency. I review all relevant policies, gather facts, and have a discussion with the employee to understand their perspective before implementing any action. My goal is to promote accountability while supporting the employee's growth.

I have successfully managed numerous HR projects, from implementing new HRIS systems to rolling out company-wide training programs. My project management experience encompasses planning, coordinating cross-departmental teams, tracking progress, and reporting outcomes to stakeholders, ensuring we meet all objectives on time.