Job Description

Job Description

American Woodmark is one of the nation's largest cabinet manufacturers. By partnering with major home centers, builders, and dealers, we spark the imagination of homeowners and designers and bring their vision to life. Across our service and distribution centers, our corporate office and manufacturing facilities, you'll always find the same commitment to customer satisfaction, integrity, teamwork, and excellence.

We are on a journey to encourage an inclusive Woodmark and are taking meaningful actions to promote diverse representation across every part of the business. Together, every team member contributes to making American Woodmark a place where people can express who they are through what they do.

POSITION PURPOSE:

Lead the Plant Level Team (PLT) in the overall coordination and optimization of the human resources and the training/development functions in meeting or exceeding established plant goals. In addition to the traditional HR generalist responsibilities, this role must be an active leader in the development of the PLT, the salaried workforce and the hourly workforce.

IDEAL CANDIDATE PROFILE:

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and ability required.

Experience

• 8-10 years human resource management experience; manufacturing preferred.
• Minimum of 6 years of supervision experience; multiple departments.
• Must have experience in developing individuals and teams in a high-performance environment.
• Track record of successful project management.

Skills

• Bi-lingual in Spanish is a plus.
• Excellent personal computer skills in a network environment; Microsoft Office products experience preferred - Outlook-Word-Excel-Access-PowerPoint.
• Management style must be consistent with CITE principles.
• Strong planning/organization & time management skills.
• Demonstrated problem solving skills.

Education

• Undergraduate degree in human resources or related discipline; PHR/SPHR certification or advanced degree is a plus.

ESSENTIAL FUNCTIONS:

• Ensure that the AWC culture exists and flourishes in assigned location. Should there be issues regarding the cultural imperatives, the HR Manager must be willing and able to intercede and correct the issue.
• Assist the plant manager in developing the PLT. This includes: teambuilding activities, organizational development, succession planning, development of individual development and performance improvement plans.
• Maintain a strong HR presence on the plant floor.
• Proactive coordination of all recruiting activities; salary and hourly.
• Provide counseling and resource assistance in the areas of policy, benefits, salary administration, training/development, performance issues.
• Assist the plant manager and the PLT with leadership skills development for both PLT and floor level team.
• Monitor and coordinate all local/state governmental and regulatory compliance activities.
• Through active participation in all employment actions at location works to ensure that all employment laws are followed and minimize the risk of litigation. Should litigation issues arise, represents the company in all employment related claims including EEOC, DOL, NLRB, OSHA, and WC.
• Maintain a high degree of transactional quality with accurate and complete employee files and other HR related information for salary and hourly employees. This includes the timely, accurate and complete submission of personnel action forms (PAF), personnel requisitions and any required reports.
• Plan and coordinate department's activities to support SQDC targets in order to meet or exceed client or customers’ expectations.
• Actively participate on assigned teams and/or projects. Proactively seek to implement improvement ideas and best practices.
• Champion training efforts and works with training coordinator to ensure that training is up to date and conducted in prescribed methods.
• Responsible for the coordination and completion of the goal setting and performance appraisal policy for salaried and hourly personnel.
• Participates in local wage and benefits surveys to ensure competitiveness and notifies corporate HR of any deficiencies.
• Provides communication on departmental expectations, motivates team members, and identifies opportunities for improvement. In plants where an HR supervisor position is staffed, the HR manager is responsible for developing the HR supervisor in preparation for promotion to an HR manager position.
• Provide team leadership consistent with company vision, mission, and CITE principles.
• Ensures company and location policies are followed and provides guidance and counseling, as necessary.
• Establish individual goals for team members in alignment with overall organization goals and perform periodic performance reviews to determine progress.
• Support and represent company as a union-free environment.
• Provide a safe and productive work environment, including housekeeping.
• Participate in the identification and implementation of continuous improvement initiatives.
• Represent the company in community relations activities.
• Perform other tasks as directed by direct supervisor.

Supervisory Responsibilities:

• Will supervise hourly and salaried employees in the assigned department and/or departments. Is responsible for the overall direction, coordination, and evaluation of direct reports. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

SCOPE & EXPECTATIONS:

Communication Skills:

• Ability to read, analyze, and interpret common business and technical journals and financial reports.
• Ability to listen and communicate effectively with customers/clients in an effort to respond to common inquiries or complaints from customers/clients, regulatory agencies, or members of the business community and public.
• Ability to develop presentations to be delivered to production team, plant level team, or public groups.

Mathematical Skills:

• Ability to apply basic mathematical concepts like addition, subtraction, multiplication or division to basic manufacturing performance recording or financial performance recording.
• Ability to read and use a tape measure.

Reasoning Ability:

• Ability to define problems, collect data, establish facts, and draw valid conclusions.
• Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

Physical Demands:

• While performing the duties of this job, the employee is regularly required to stand and walk and talk or hear. The employee frequently is required to use hands to finger, handle, or feel and reach with hands and arms. The employee is occasionally required to lift up to 20 pounds.

Working Environment:

• Typical indoor manufacturing environment. The noise level is usually moderate to high and hearing protection may be required on the production floor. Safety glasses are required on the production floor. Some out-of-town travel is required. Occasional weekend work required.
• Reports to: Director, Manufacturing Operations
• Recruitment process may consist of any combination of phone, video and in-person interviews.
• Offers may be contingent upon successful completion of Background Check, Drug Screen, Physical Examination and/or potential Motor Vehicle Check.

BENEFITS PACKAGE INCLUDES:

• Competitive Compensation
• Health Care Benefits
• Paid Holidays
• Paid Vacation Days
• Paid Sick Days
• 401(k) Match
• Tuition Assistance
• Relocation Assistance when available

AN EQUAL OPPORTUNITY EMPLOYER

The American Woodmark Corporation does not discriminate on the basis of race, color, national origin, ancestry, age, religion, military and veteran status, sex, gender, gender identity, gender expression, sexual orientation, genetic information, marital status, medical condition, pregnancy, or any other legally-protected characteristic; and it will comply with all applicable state discrimination laws. No person shall be denied employment solely because of any disability which is unrelated to the ability to engage in the essential functions involved in the position for which application has been made either with or without reasonable accommodations.

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