HR Leader

Overview

Who We Are:


Lippert is a leading, global manufacturer and supplier of highly engineered products and customized solutions, dedicated to shaping, growing and bettering the RV, marine, automotive, commercial vehicle and building products industries. We combine our strategic manufacturing capabilities with the power of our winning team culture to deliver unrivaled customer service, award-winning innovation, and premium products to all of our customers.

Why We are Different:


At Lippert, Everyone Matters. This is not just a tagline or empty promise; it is who we are. We have intentionally created a culture that values and celebrates our team members' unique and varied backgrounds, perspectives, and experiences. We strive to give our team members a deeper sense of purpose at work, and we continue to build a better work environment by aligning our cultural and business strategies with the needs of our team members.

What You will Get:

1. A unique, inclusive and supportive company culture.
2. Comprehensive benefit offerings including medical, dental, vision, 401k with employer match, vacation, and more!
3. Fair and competitive compensation.
4. Career development and mentoring and opportunities to grow.
5. Holiday, personal and vacation days.

1. Promote and foster a healthy work environment; raise awareness of available programs to assist associates; implement appropriate associate engagement programs and union avoidance initiatives (as applicable)
2. Support associate relations, ethics, or compliance investigations (initial interviews & fact gathering); maintain tracking for issues/concerns and handle inquiries from associates or managers
3. Works closely with assigned business segments' management in order to be proactive in planning HR business support needs and issues, and to ensure all of the HR needs are being met in a timely and professional manner
4. Partner with assigned business segments to serve as dedicated HR contact
5. Work closely with each business segment in order to gain thorough understanding of each segments' needs as it relates to recruiting, staffing, planning, training, payroll, benefits, coaching and associate relations
6. Implement company-wide or location-specific HR initiatives
7. Advise leaders on people issues
8. Advise business leaders on change management, performance issues, responding to associate or community concerns, compliance or ethics investigations, etc.
9. Coach designated leaders through change management, performance management issues, etc.
10. Advise leaders on learning and organizational development; may include program implementation such as ensuring completion of associate development plans, updating the succession plan and implementing other programs and tools
11. Interpret and drive departmental action planning as a result of associate engagement surveys; assess facility "temperature" through formal and informal sensing and plan actions with department managers
12. Engage in and coordinate company efforts for volunteerism in the community
13. Advise designated leaders on performance counseling and discipline procedures; consult on suspension or termination of employment actions; provide information on RIF processes and severance
14. Escalate major issues to Senior HR Manager or VP of HR when appropriate
15. Work with Senior HR Manager and VP of HR to give feedback on strategies and programs to more effectively meet the needs of businesses
16. Support Payroll & Benefits (Total Rewards) Shared Services with benefits enrollment at facility level
17. Work with designated department leaders on Talent Reviews, workforce planning, including position control/review; aligning with budget, productivity metrics, resourcing processes, etc.
18. Support effective leader and associate communications
19. Support utilization of the HR support model; guide associates to the appropriate channel and ensure proper utilization of HR policies and processes

1. Customer Focus
2. Decision Quality
3. Results Action Oriented
4. Displaying Technical Expertise
5. Time Management/Organizational Ability

• Work Experience:
  3 years' of human resources experience dealing with retention, succession planning, change management, associate relations, performance improvement, associate engagement, etc. ); 1 years' of human resources experience within a manufacturing environment
• Education:
  Associate's degree in Business, Organizational Development, Human Resources or related field
• Computer Skills:
  Prior experience working with HRIS systems; experience working with Performance Management and Learning Management systems; intermediate Excel skills and experience with reporting analytics tools
• Organization Skills:
  Excellent organizational, ability to multi-task and shift priorities as needed
• Cross-functional Skills:
  Ability to work well cross-functionally; engages and builds effective relationships across the organization; provides excellent internal and external customer service
• Communication Skills:
  Excellent written and verbal skills; ability to influence and possesses organizational savvy; ability to deal with sensitive and confidential information; ability to communicate well with all levels of the organization; strong interpersonal skills
• Problem Solving Skills:
  High level of resourcefulness; excellent problem solving skills with the ability to provide easily understood solutions; demonstrates execution skills
• Physical, Mental and Visual Skills:
  Ability to read, write, type; sitting and standing for long periods of time up to 8 hours per day
• Physical Environment:
  Normal office environment; potential of exposure to moving equipment, if proper safety procedures are not followed
• Travel Requirements:
  Ability to travel up to 10% of the time

• Education:
  Bachelor's degree in Business, Organizational Development, Human Resources or related fields or equivalent is strongly preferred
• Computer Skills:
  Prior experience working with Learning Management Software, ADP Workforce Now or other HRIS systems
• Certifications:
  PHR, SPHR, SHRM-C.