Human Resources Manager

Company Name:
Coca-Cola Bottling Company of Buffalo, Inc.
Responsible for the overall planning, organization and management of the human resource and administrative services functions of the company to promote the effective and efficient utilization of company personnel and resources; ensures that each department's compliance with company and corporate human resource policies and procedures is consistent throughout the company; plans, coordinates, and administers policies, procedures, and programs that relate all phases of human resources activities.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.
Serves as an advisor to the Vice President/General Manager and Senior Management staff with regard to human resource and administrative services issues and the effective and efficient utilization of personnel and resources.
Provides management-level staff with an interpretation and execution of federal and execution of state labor laws as well as internal company policies.
Initiates, develops, and recommends human resource and managerial policies, procedures, and programs to the Vice President/General Manager and Senior Management staff
Inform employees of company policies, procedures, and programs through such means as employee handbooks, sample plan descriptions, memos, various informational meetings, bulletin boards, etc.
Plans, coordinates, and administers the company's compensation program.
Maintains company-wide Salary Administration Program through the performance of job audits, internal comparisons of positions, external salary surveys, and monitoring of job classification structure.
Monitors Company Performance Evaluation system to ensure the fair and equitable treatment of employees based on actual employee performance.
Coordinates the Company's Job Evaluation program according to corporate guidelines.
Administers the company's various benefit programs and monitors their cost effectiveness; proposes policy and benefit changes to the Vice President/General Manager.
Directs the day-to-day administration of all employee benefit programs including initial enrollments, claims documentation, and processing and termination of coverage at time of employee separation from employment.
Monitors the company's recruitment and selection process. Recruits, interviews, and selects employees to fill vacant positions.
Plans, develops, and coordinates the content of the company's management training and development programs and conducts various supervisory training programs where applicable.
Plans for, organizes and conducts employee training programs designed to orient employees, improve work skills, develop staff capabilities, increase safety and health awareness, and improve the company's operations.
Acts as chief spokesperson and provides input into labor contract negotiations and all related activities as required; conduct pertinent research and analysis related to various contract provisions and participate in the preparation of appropriate contract revisions.
Demonstrates effectiveness in working with internal and external union representatives and the company's legal counsel in developing labor contract revisions and addressing contract-related issues and employee problems.
Facilitates the timely and effective resolution of employee-labor relations problems and issues through the coordination of the company's grievance program and acts as an advisor to all parties during the various levels of the process.
Ensures the provision of high quality professional service to all departments
Counsels employees on matters relating to their employment at the company.
Investigates causes of disputes and employee disciplinary problems; recommends follow-up progressive disciplinary action to management according to established company policy.
Develops the departmental budget; recommends changes in funding for cost centers based on labor market conditions, benefit trends and expenses associated with modifications in government reporting requirements.
Coordinates the company's Employee Health and Employee Assistance Programs.
Administers the company's compliance with various governmental regulations affecting employment (i.e. EEO, FLSA, ADA, EPA, Rehab Act, NLRA, etc.).
Maintains a comprehensive Human Resources Information System (HRIS) for all employee information needs; devises forms relative to human resource and administrative services activities; and organizes departmental data to increase centralization of statistics while promoting rapid retrieval for internal and external reporting purposes.
Participates in organizational analysis, planning, and development.
Represents the company at outside conferences, labor hearings, and seminars related to business and human resource activities.
Coordinates various company Employee Activity programs (i.e. Company Picnic, Employee Recognition, Employee Safety, etc.).
Conducts an ongoing exit interview program to determine causes for separation from the company.
Contracts with outside vendors and/or suppliers to provide employee and administrative services.
Follows all safety policies and procedures in compliance with all local, state and federal safety regulatory agencies.
Performs various business and human resource related administrative duties as assigned or deemed necessary by the Vice President/General Manager

SUPERVISORY RESPONSIBILITIES Directly supervises three employees in the Human Resource Department. 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.

QUALIFICATIONS 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/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE Master's degree (M. A.) + Bachelors (B.A.) and eight to ten (8-10) years related human resources, labor relations and/or equivalent combination of education and experience.

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