Nissha Medical Technologies is looking for an experienced Human Resource Manager in our New Richmond, Wisconsin facility.

The Human Resource Manager is responsible for the development and implementation of policies and procedures that link employees to the achievement of corporate objectives and strategic plans for continuous improvement. Maintains highest level of sensitivity and confidentiality in managing and communicating information as the liaison between the workforce and organization. Serves as business partner to department managers in the lifecycle process of recruitment, hiring, compensation, onboarding, training, performance, safety, corrective action, termination and ensures Federal and State legal compliance in all processes. Manages the administration of health and welfare benefit programs, 401(k) retirement services and annual open enrollment.

Supervisory Responsibilities:
Responsible for hiring, onboarding, training, and coaching Human Resource Generalists

Essential Functions and Responsibilities:

Compliance

• Ensures that company policies, procedures and records management are compliant with Federal and State regulations and helps managers with understanding of employment laws to maintain minimal company exposure to litigation.
• Responsible for recordkeeping, reporting compliance in hiring, wage and hour laws, leaves of absence, workmen’s compensation, benefits administration, corrective action, injury reporting, and employee terminations
• Stays current on new developments of Federal and State regulations affecting employers.
• Manages all LOAs, FMLAs, COBRA, ERISA, FLSA, OSHA, Administration.
• In conjunction with company President, reviews and manages Benefit and Retirement Plan Adoption Agreements, Contracts, and Summary Plan Descriptions.
• Provides employees with Department of Labor annual compliance notifications.
• Manage Affirmative Action Plan and compliance with EEOC and OFCCP regulations.
• Responsible for filing annual Veterans 4212 Reporting.
• Responsible for filing annual benefit information Form 5500 with Department of Labor.
• Responsible for annual filing of employee health coverage with the IRS Forms 1095B/C.

Policy and Procedure Development

• Partners with management to develop and communicate policies and procedures that support the company vision, values, and provides for the advancement of individual and organization capabilities.
• Participates in organization development strategies to provide a high-performance culture that emphasizes empowerment, quality, productivity, and the on-going development of a superior workforce.
• Develops Employee Handbook to inform employees of policies, procedures, and company expectations. Partners with management to revise and communicate.
• Develop and facilitate Affirmative Action program.

Employee Relations

• Investigates operational issues, personnel concerns, complaints, and company policy violations in a timely, professional, and discreet manner. Arbitrates disputes. Provides consultation and direction to find resolution and manages documentation.
• Provides proactive and meaningful coaching, developmental guidance and feedback. Guides managers in the legal compliance of handling employee performance issues, performance feedback, recognition, interaction and progressive discipline corrective action to reduce potential litigation.
• Advises managers of areas identified as opportunities for improvement and/or resolution. Recommends employee relations practices necessary to establish a positive employer-employee relationship that promotes a high level of employee morale and ensures that people are valued, respected, and treated with dignity
• Develop and facilitate exit interviews for terminating employees.

Benefit Administration

• Manage the administration of health and welfare benefit and 401(k) retirement programs. Provides high level service to accurately respond to questions and inquiries from employees, dependents and retirees, regarding plan summaries, interpretation, eligibility, enrollment, changes to coverage, claims resolution, termination, workmen’s compensation, medical leaves, and disability status.
• In conjunction with company President, research and analyze benefit programs, vendors/broker selection and review of plan offerings to offer best coverage and pricing to employee and families.
• Manages annual open enrollment process ensuring employees are informed of annual changes.
• Responsible for COBRA Administration and ensuring employees have information and understanding of benefits offered when enrolling, terminating, retiring and when they have need for leaves of absence.
• Provide enrolled employees and families with Summary Plan Descriptions, certificates of coverage and 401(k) fee disclosures to meet required compliance.
• Responsible for the accuracy of processing enrollments or terminations of 401(k) and health welfare benefits deductions within company payroll and insurance vendor systems.
• Reconcile and process monthly invoices from insurance providers. Reviews invoices for accuracy, and advance for payment. Resolves discrepancies with carriers.
• Maintains spreadsheets and updates vendors and employees of data that moves employee to higher premium rate bracket and revises payroll and vendor systems accordingly.

Recruitment, Training & Development:

• Work collaboratively with department managers to complete Personnel Requisitions that align with the job descriptions for new or replacement positions, identifying qualifications, education and training required for job performance.
• Write and revise job descriptions to effectively identify knowledge, skills, and abilities required for company positions and ensure signed revisions are stored in personnel files.
• Conduct salary surveys to establish pay practices and pay bands that help recruit and retain superior staff. Discuss survey findings with hiring managers to establish compensation range to be identified for open positions on Personnel Requisition.
• Develop relationships with career placement services, and advertisement agencies. Write advertisements, source, and recruit qualified applicants for open positions.
• Drive key talent process with managers to prescreen and interview applicants per Title VII ADA standards. Provides hiring recommendations to acquire talented employees that match the education, skills, qualifications and culture fit.
• Conducts background screening, verifies validity of application information, and obtains references of finalist applicants.
• Extend offers of employment to interview finalists and negotiates terms of offer in conjunction with hiring manager. Provides for the legal rescinding of extended offers of employment when necessary.
• Develop new employee orientation and training/development programs that are compliant with Department of Labor and ensure new employees are onboarded and welcomed as an integral part of the company and set up for short and long-term success.

Performance Management

• Research, develop and implement performance management programs that align employees to organizational goals and provides for employee reward and retention that is market competitive.
• Research and develop succession planning strategies to plan for future openings.
• Evaluate programs that facilitate professional development and continuous learning of employees including emerging leaders.

Education and/or Experience:

• Bachelor’s degree in Human Resource Management or Development with a minimum of ten (10) years of previous experience in a HR Management role.
• Working knowledge and expertise in Federal, State and local employment laws, regulations, compliance and records management.
• Minimum of ten (10) years’ experience helping managers navigate through employee issues and guiding the understanding of Department of Labor regulations and associated risks to reduce litigation to the employer.
• Minimum of seven (7) years’ experience in the administration of FMLA, Workmen’s Compensation, Unemployment, ERISA, FLSA and COBRA, and OSHA compliance.
• Minimum of five (5) years’ experience in Health, Welfare and 401(k) Benefits Administration, Recruitment, Compensation Negotiation and Performance Management.
• Minimum of five (5) years’ experience in the development and implementation of policies, procedures, employee handbooks, training, and organization development.
• High level written and verbal communication skills with ability to provide interpretation of contractual language to employees, dependents and retirees.
• High level relational, coaching, mentoring and dispute resolution skills with ability to remain calm and diffuse challenging emotional situations.
• Strong focus on sensitivity and confidentiality in managing and communicating information as the liaison between the workforce and the organization.
• Intermediate to advanced level proficiency in MS Office Suites.
• Strong organization ability and attention to detail.
• Development and Facilitation of Employee Engagement Activities for all shifts
• SHRM or HRCI certification preferred