Human Resources/Safety Manager

• Administer the recruiting process under the direction of the General Manager and Corporate Human Resources.
• Source qualified candidates to develop an applicant pool.
• Organize and facilitate internal job fairs and participate in external career events as needed.
• Coordinate with employment agencies to fill seasonal/temporary employment needs.
• Facilitate the hiring team, schedules candidates and tracks applicant progress.
• Ensure the recruitment process is in compliance with Federal and State laws as well as company policies and procedures.

• Schedule new hire integration program in compliance with company procedures and policies. Ensure program is administered consistently and works with the General Manager and the management team to effectively orient, integrate, and retain new hires.
• Tracks new hire progress and gathers feedback at 30-, 60-, and 90-day intervals, using feedback to improve the process.
• Facilitates integration team and measures effectiveness.

• Work in concert with General Manager and management team to develop a strong culture of Direct Relationships where employees prefer a Direct Relationship with Insteel and reject the interjection of an external labor union.
• Maintain a presence on the plant floor to ensure regular interaction and engagement with employees.
• Develop a positive relationship with employees and serve as an advocate for decisions and practices that are in the mutual best interest of employees and the Company.
• Positively represent plant management and Corporate decisions and practices.
• Become knowledgeable with and facilitates the roll-out of benefits, policies, and procedures.
• Communicate regularly with General Manager to ensure awareness of employee issues and concerns.  Ensure the General Manager is aware of issues that impact the plant and employee morale.
• Maintain open communications with Recruiting and Employee Development Manager on issues/concerns that impact overall morale.
• Administer and monitor recognition efforts to ensure timeliness and consistency.
• Provide coaching to management on employee performance issues and documentation.

• Positively communicate company policies and benefits.
• Communicate and work with employees to increase their knowledge and practice of the importance of wellness and being wise consumers of health care services.
• Provide feedback to Corporate and suggest improvements.
• Coordinate annual enrollment meetings and new employee benefits enrollment.
• Track vacation eligibility.

• Maintain documentation and tracks employee training and progress through Pay-for-Skills program.
• Continually review training documentation for effectiveness and consistency.
• Work closely with the Recruiting and Employee Development Manager to identify and deliver effective training and development for all employees in the location.

• Administer the Pay-for-Skills program by ensuring adequate documentation is maintained and employees progress through the system.
• Work with the General Manager and Production Team Leaders to eliminate roadblocks to employee skill development and progress through the Pay-for-Skill program.

• Partner with the General Manager and management team to create a strong culture of Safe Operations With Zero Harm through effective training and consistent application of the tools and processes.
• Along with General Manager and management team, monitor work practices to ensure a high degree of accountability and commitment to Safe Operations with Zero Harm.
• Ensure safety records and logs are in compliance with company and OSHA requirements.
• Conduct a regular schedule of on-site safety training and maintain training records.
• Facilitate the safety team.
• Coordinate with Production Team Leaders to investigate safety incidents accidents and manage workers compensation cases.
• Participate in workers compensation hearings and provide documentation for hearings.
• Conduct Safety Behavior Audits
• Conduct Risk Assessments.  Enter and tracks in spreadsheet, and follow through on resulting action items

• Prepare Human Resources management reports.
• Analyze key Human Resources data and presents findings and recommendations to management.
• Make recommendations for improvements in retention.

• Is knowledgeable of federal and state employment laws and ensures compliance to same.
• Is knowledgeable of company policies and procedures and ensures compliance to same.
• Provide timely and accurate responses to SOX requirements.
• Make General Manager/Recruiting and Employee Development Manager aware of non-compliance issues and concerns.
• Responsible for annual review of policies and employment laws with management team.
• Review employment actions and documentation to ensure compliance with federal and state law, and internal company policy.
• Ensure required employment legal posters are up-to-date and posted.

• Manage payroll processes
• Ensure timely and accurate maintenance of payroll changes

• Professional, technical or administrative training (2-year Associate Degree, Bachelor’s Degree preferred)
• Familiarity with safety practices and HR procedures in a manufacturing setting is a preferred
• Familiarity with Federal and State Laws related to Human Resources
• Minimum of 3 years relevant work experience is preferred
• An equivalent combination of education and work-related experience may be acceptable

• Competitive base pay
• Bonus eligibility based on organizational performance
• Paid time off including holidays and vacation
• Excellent benefits to include medical, dental, vision, company paid life/short-term disability/long-term disability insurance, flexible spending accounts (FSA), health savings account (HSA), 401(k) with match, company paid tele-health, stock purchase plan, tuition reimbursement assistance, and Employee Assistance Plan (EAP)

These duties may be modified or changed at any time at the sole discretion of management either orally or in writing. The above statements are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of this position. All employees may be required to perform duties outside of their normal responsibilities from time to time, as needed.

INSTEEL is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex including sexual orientation and gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by applicable federal, state, or local law. If you are qualified individual with a disability or a disabled veteran, you have the right to request an accommodation if you are unable or limited in your ability to use or access our career center as a result of your disability. To request accommodation, contact a Human Resources Representative.

Applicants must be authorized to work for ANY employer in the U.S. We are unable to consider applicants residing in locations outside the US requiring Visa sponsorship at this time.

COMPANY: Insteel Industries is the nation's largest manufacturer of steel wire reinforcing products for concrete construction applications. We manufacture and market prestressed concrete strand and welded wire reinforcement, including engineered structural mesh, concrete pipe reinforcement, and standard welded wire reinforcement.

Insteel has 11 manufacturing plants across the US and a professional engineering services division with the goal to be the nation's supplier of choice for steel wire reinforcing products for concrete construction applications by delivering superior value to our customers. Insteel Industries, Inc. is a publicly traded company. https://insteel.com/careers/Career-Paths/default.aspx