Human Resources (HR) Manager

The Human Resources Manager at Unimacts is responsible for overseeing all HR-related inquiries, leading hiring efforts for the manufacturing facility, maintaining personnel records, and ensuring compliance with labor laws. You will play a crucial role in enhancing the organizational culture and aligning HR programs with business objectives.

To apply for the Human Resources Manager position at Unimacts, candidates should have a Bachelor’s Degree from an accredited institution and a minimum of 3 years of HR generalist or management experience. Prior experience in a manufacturing environment and knowledge of labor laws are also important, with bilingual English/Spanish preferred.

The Human Resources Manager at Unimacts drives positive employee relations by creating an engaging and inclusive work environment. This role focuses on mentoring, developing talent management processes, and implementing strategies to address and solve organizational challenges, ensuring employees feel valued and supported.

Unimacts fosters a vibrant and inclusive work culture for the Human Resources Manager and all employees. It is a place where collaborative leadership, strategic HR deployment, and a commitment to employee safety are prioritized, making it an exciting and engaging workplace.

As a Human Resources Manager at Unimacts, you’ll have significant growth opportunities, including leadership development, involvement in strategic planning, and the chance to influence company culture. You will be integral in shaping the workforce and promoting continuous improvement within the HR department.

To improve employee relations at Unimacts, I would focus on open communication channels, regular feedback sessions, and implementing engagement surveys to identify areas for improvement. Building trust by being approachable and responsive is key to fostering a positive work environment.

Handling conflicts requires a calm and mediatory approach. I would listen to both parties to understand their perspectives, facilitate a constructive conversation, and guide them towards a mutually agreeable solution. It's essential to maintain confidentiality and focus on restoring a positive work relationship.

In my previous roles, I’ve managed the entire talent acquisition lifecycle, including creating job postings, screening candidates, conducting interviews, and onboarding new hires. I believe in using structured interviews and assessment tools to ensure candidates align with both the technical and cultural aspects of the organization.

To meet compliance with labor laws, I implement regular training sessions for staff on relevant regulations and create clear HR policies. I also conduct audits to ensure practices are aligned and stay updated with any changes in laws that may affect our operations.

Promoting a safety culture starts with leadership commitment. I would implement training programs on safety practices, encourage reporting of unsafe conditions, and recognize employees who exemplify safe behaviors. Regular safety meetings and drills would also reinforce this priority.

I have developed and executed various training programs tailored to organizational needs, focusing on leadership skills, compliance, and technical competencies. I leverage employee feedback and performance evaluations to continuously improve training content and delivery methods.

I prioritize collaboration with management to understand business goals and challenges. By integrating HR metrics into business performance reviews and developing HR initiatives that directly support these objectives, I ensure that our HR strategies are aligned with the broader organizational mission.

In a previous role, I led an initiative to revamp the onboarding process, resulting in reduced time-to-hire and improved new hire retention. I collaborated with cross-functional teams to streamline procedures, create a welcoming experience, and facilitate training that equipped new hires to succeed quickly.

Managing performance issues requires a balanced approach of documentation, feedback, and coaching. I would begin with clear expectations and regularly scheduled performance reviews, addressing any discrepancies through constructive feedback and setting actionable improvement plans.

Diversity and inclusion are foundational to my HR philosophy. I believe a diverse workforce fosters innovation and creativity. To promote this, I advocate for fair recruitment practices, create diversity training programs, and implement initiatives to support underrepresented groups within the workplace.