Our Client, an Automotive Manufacturing company, is looking for a HR Generalist for their Marion, IN location. Responsibilities: + Partner with the HRLR Site Director in driving client culture, promoting positive employee experiences and improving employee engagement + Promote a positive working relationship with the union through consistent application of local and national agreements + Negotiate and implement local and national agreements + Participate in Joint Leadership Meetings and activities + Ensure adherence to the Grievance Procedure + Provide HR leadership for the site (i.e. talent planning, performance management, compensation planning, recruiting and selection, etc.) + Ensure compliance to policy and support investigations of employee concerns + Manage hourly, contract and salaried employment administration + Facilitate training on HR policies, HR/LR procedures and contractual agreements including the UAW Local and National agreements + Support People Involvement and implementation of our Global Manufacturing System (GMS) + Support Marion Business Plan Deployment + Support Organizational Key Initiatives and Goals for HR and LR client Manufacturing this calendar year + Provide management representation in administering the provisions of agreements between union and management + Counsel management in the interpretation of agreements and act as management representative in dealing with the union + Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor + Advise management and other plant personnel on matters related to Union-Management relationships + Maintain accurate records pertinent to Labor Relations (i.e. grievance filing, investigations, local agreements and practices, meeting minutes) + Play a principal role in local negotiations; partnering with operations to identify strategic initiatives that drive competitiveness while focus on the employee experience + Share regular Labor Relations updates – Shop Committee grievance resolution meeting + Coordinate the activities of various departments involved in resolving employee grievances + Organize and develop cases relative to Management’s position within the grievance procedure (e.g., write grievance responses, identify supporting documentation, policies, etc.) + Conduct special investigations as needed + Coordinate with plant and unit management on matters concerning hourly personnel + Provide guidance and resolution to conflicts + Administer shop rules when appropriate + Provide oversight on cultural trends relative to grievances and take a proactive approach in addressing action plans + Responsible for ensuring the proper manpower for the plant is maintained and assigned; actively monitoring attrition, retention, and forecasting utilizing data analytics to drive decisions + Administer hourly hiring, contractual transfer provisions, and separations for permanent, temporary, and part-time employment + Advise Management, Union and hourly employees on seniority issues + Exercise independent judgment within general policies and procedures established by agreements; some direct guidance is received from supervisor + Frequent involvement with other work groups (i.e. Benefits, Payroll, IT, National Employment Placement Center, Sedgwick, etc.) regarding employee issues, downstream data problems, or other pertinent matters) + Ensure data integrity within Workday for workforce as needed + Influence the strategic agenda of the organization by building relationships at all levels to ensure HR strategy is cascaded and integrated into business strategy + Work with Sector HR Business Partner and to ensure successful completion of Sector and Global Manufacturing initiatives + Support Talent Management Process – collaborate with leaders to facilitate talent identification and leadership development in support of workforce succession planning + Develop content and lead Sub-HRM meetings + Facilitate annual compensation planning and administration activities + Interpret human resources management policies and procedures and engage subject matter expert contacts as needed for support + Counsel/coach leaders and employees on various matters + Facilitate and/or provide support for internal investigations and Awareline complaints + Support onboarding and orientation activities for salaried new hires + Ensure human resource transactions are processed accurately and in a timely manner utilizing HR systems + Serve as contact for student interns + Complete HR special projects/assignments as requested + Utilize data analytics to drive decisions to move the business forward, relative to talent, staffing strategies, etc. Requirements: + Strong interpersonal skills in facilitation, negotiations and conflict resolution + Proven ability to work independently, take initiative, and work to plan + Demonstrated analytical, organizational, and project management skills + Excellent written and verbal communication skills + Highly proficient use of HR Systems and computer software application skills (i.e., Workday, Excel, Kronos, Ethicspoint, etc.) + Proficient with Data Analysis, and possess strong Microsoft Excel skills + Skill and proficiency in a wide range of HR practice areas. + Organized, able to work independently, meet deadlines and thrive in an ambiguous environment + Ability to maintain confidentiality regarding HR/LR matters + Education and/or Training: + Bachelor’s Degree HR, LR, Business, related field or equivalent education and experience + 3+ years of human resources and labor relations experience + 1+ year manufacturing experience preferred + Strong and effective interpersonal skills in facilitation, coaching others, negotiation, and conflict resolution. + Strong and proficient data analytics, process analytics, organizational and project management skills. + Preferred Skills and Experience: + Prior human resources or labor relations experience in a unionized manufacturing organization is preferred. + Kronos experience preferred. + Workday experience preferred. + UAW contract administration experience preferred. + Labor Relations Certification preferred. + Competencies: + Influencing without Authority + Managerial Courage + Action Orientation + Comfort around Higher Management + Dealing with Ambiguity + Data Analytics (ability to use data to tell stories) + Approachability/Empathy Why Should You Apply? + Health Benefits + Referral Program + Excellent growth and advancement opportunities As an equal opportunity employer, ICONMA provides an employment environment that supports and encourages the abilities of all persons without regard to race, color, religion, gender, sexual orientation, gender identity or express, ethnicity, national origin, age, disability status, political affiliation, genetics, marital status, protected veteran status, or any other characteristic protected by federal, state, or local laws.