Human Resources Coordinator/Generalist

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Responsibilities

Bemis Company is a major supplier of flexible packaging and pressure sensitive materials used by leading food, consumer products, healthcare, and other companies worldwide. Founded in 1858, the Company is included in the S&P 500 index of stocks and reported 2012 net sales of $5.1 billion. The Company's flexible packaging business has a strong technical base in polymer chemistry, film extrusion, coating and laminating, printing, and converting. Headquartered in Neenah, Wisconsin, Bemis employs nearly 20,000 individuals worldwide. More information about the Company is available at our website, www.bemis.com.

MACtac is a leading manufacturer of pressure sensitive adhesive products worldwide. As MACtac continues to expand their pressure sensitive technologies, we use our strong presence and base in North America, and our important markets in Europe, South America and Asia to distribute the most advanced and highest quality products all around the world. MACtac's international presence reflects the global strength and innovation of its parent, the Bemis Company, the largest flexible packaging supplier in North America. More information about the company is available at our website, www.mactac.com

 

 

I.       

Purpose

 

Under the leadership, guidance and direction of the Human Resources Manager, the Human Resources Coordinator will perform Human Resources functions including administration of policies and programs; recruitment, selection, and orientation associated with plant staffing; and maintain records and documentation.  Assists all employees by providing information and answers to HR related questions.  Administers and maintains all payroll functions to ensure employees are paid on time and correctly.  Assists the Human Resources Manager with other HR related duties as requested.

 

II.

Duties

  • 1. Awareness of andAdherence toall,Corporate &Site;Environmental,Health,&Safety,policies & procedures.
  • 2. Completes payroll by: reviewing timecard information in Kronos, uploading Kronos payroll to Profile (PeopleSoft), reviewing and maintaining appropriate payroll reports and reconcile any discrepancies.
  • 3. Provides guidance to employees and stakeholders related to all major benefit programs-hospital/medical, pharmacy, dental, life insurance, dependent life insurance, LTD, 401(k), pension, workers' compensation, unemployment claims, flexible spending accounts, stock purchase, wellness, employee activities, etc.
  • 4. Prepares Employee Data Forms for all employee changes, such as transfers, job changes, promotions, demotions, terminations, pay increases, etc. and obtains the proper approval for such changes.
  • 5. Takes ownership of the annual open enrollment process, including conducting AE Meetings, Wellness Information Meetings and audits enrollment via employee self-service module in HRIS system.
  • 6. Demonstrates an understanding of business process improvement (such as WCOM, specifically around the Training and Education Pillar).
  • 7. Provides guidance on support/service matters for the employees; including leader counsel, and employee advocacy; provides proactive customer service approach and timely response to inquiries on policy/procedure, employee relation concerns, benefit clarification, etc.
  • 8. Works with managers and supervisors regarding employee matters surrounding performance to include coaching, Performance Improvement Plans, Individual Development Plans, conducting employee investigations, discipline, termination, etc.
  • 9. Works with managers and supervisors regarding employee matters surrounding organizational and compensation changes to include job description review, job changes, promotions, Salary Planning, etc.
  • 10. Responsible for project management, and may serve as a team/project leader in Company-wide projects such as employee onboarding, total rewards and any other initiatives generated from Business Partners and the Divisional HR function.
  • 11. Responsible onboarding of all hourly positions; this is inclusive of sourcing, interviewing, selection, orientation for new hire and rehire employees.
  1. Champions wellness initiatives and promotions throughout facility.
  • 13. Acts as a backup to the Human Resources Manager as needed, in regards to personnel policy and disciplinary questions.
  • 14. Other duties as identified with team and/or Business Partner interaction.

 

 

Experience

 

III.  

Knowledge

 

1.

Requirements

 

 

  • Experience in Microsoft Office.
  • Detail-oriented and able to handle multiple tasks.
  • Excellent time management skills and able to prioritize work accordingly.
  • Strong communication skills - written, verbal and interpersonal.
  • Ensures confidentiality of all HR and Payroll records.
     

 

2.

Sources

 

  • Bachelor's Degree in Human Resources with 3-5 years of Human Resources experience. Or, the equivalent combination of education and work experience.
  • 1 year Payroll experience.
  • PeopleSoft or HRIS experience is preferred.

Skills

 

IV.

Contacts

 

1.

Internal

 

  • Daily contact with Department Managers, Plant Manager, Receptionist, office and plant employees to handle duties as needed.

 

2.

External

 

  • External job applicants.
  • Financial institutions and government agencies.
  • Vendors and suppliers for office.
  • Catering and food suppliers as needed.
  • Florists, local grocers, banks and post office and travel agents as needed.

 

V.

Responsibility

 

Individual is responsible for completing administrative Human Resources functions.  The timely and accurate

completion of these duties can impact favorably on plant efficiencies and morale.

 

VI.

Physical Requirements

 

This position requires constant standing, sitting and walking.  Manual dexterity is used for the computer keyboard, mouse and other office equipment.  This position also requires lifting up to 30 lbs.

 

Disclaimer

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.