HR Manager - Kingspan Insulation LLC

Join the Kingspan Insulation team, an industry-leading manufacturer of innovative insulation solutions. We are committed to providing architects, specifiers, and contractors with high-quality, innovative products supported by technical expertise and customer service which is unsurpassed in the industry.

At Kingspan, we're on a mission to improve building performance and contribute to a more sustainable future for our customers and the environment. Our insulation products have the ability to help lower the built environment’s carbon footprint: 164 million tons of CO2 will be saved over the life of our insulation systems sold in 2020 which is enough to power a major airline for 15 years!

What makes Kingspan Insulation special is our ability to blend the advantages of a multinational corporation with the close-knit ambiance and personal relationships often found in smaller businesses. Our work culture is vibrant, inclusive, and welcoming, creating an environment that fosters growth and encourages teamwork. As a valued member of our team, you can look forward to a host of benefits and opportunities, including:

• Competitive Compensation + Bonus Opportunities: We believe in rewarding hard work and dedication. In addition to competitive base pay, our employees have opportunities to earn bonuses, recognizing their contributions to our shared success.
• Comprehensive Benefits from Day 1: We prioritize your well-being. From the moment you join Kingspan Insulation, you'll have access to a comprehensive benefits package that includes medical, Health Savings Account (HSA), Flexible Spending Account (FSA), dental, vision, supplemental insurances, short-term disability, long-term disability, life insurance, and identity theft protection. We understand the importance of financial security and peace of mind for you and your family.
• 401k Plan with Generous Match: Secure your financial future with our 401k plan, which includes a 6% company match, and an additional 2% annual contribution, ensuring your retirement savings grow steadily.
• Work/Life Balance: Achieving a balance between work and personal life is essential. At Kingspan Insulation, we promote a work schedule that provides ample time to enjoy life outside of the workplace.
• Advancement and Professional Growth: We're dedicated to your long-term success. With well-defined growth plans in place, you'll find numerous opportunities to increase your responsibilities, broaden your skillset, and advance within the company as we continue to expand.

Embark on your journey with Kingspan Insulation, where your career will flourish, and your contributions will be celebrated.

Join us, and together, we'll build a brighter and more sustainable future.

Summary Description 

A Human Resources (HR) Manager, supporting a manufacturing site plays a critical role in overseeing the workforce and ensuring that the organization’s human capital is effectively managed. The role involves a unique set of responsibilities and traits due to the specific challenges and demands of the manufacturing industry. This individual is responsible forEmployee Engagement, Recruitment, Staffing & Retention, Employee Relations, Diversity, Equity & Inclusion, HR Functional Excellence which includes, payroll processing, HRmetrics, support for policies and procedures, compliance with all state and federal regulations. This individual may also assist in supporting safety initiatives. A successful HR Manager needs a unique blend of interpersonal, regulatory, operational, and strategic skills to effectively manage the human resources and contribute to the overall success of the organization.  

Kingspan Insulation, is a leading manufacturer in energy efficiency and moisture management products, offering high performance insulation, building wraps and pre–insulated HVAC ductwork. The vast product range includes optimum, premium, and high-performance rigid insulation products which have many advantages over traditional insulation materials. Kingspan’s products are among the most thermally efficient and technically advanced insulation materials available. 

Essential Duties 

• Essential duties are interpreted as being descriptive and not restrictive in nature.  Other duties may be assigned.  
• Performs all work in a safe manner; promotes and fosters a safe work environment. 
• Drives employee engagement culture at the site level.  
• Responsible for managing the recruiting team and all initiatives.  
• Maintains the work structure by updating job requirements and job descriptions for all positions. 
• Manages bi-weekly payroll processing.  
• HR metric reporting and participation in audits that include OpEx data reporting.  
• Develops or assists recruitment strategies and materials, selection instruments and techniques. 
• Works closely with all departments to conduct effective and efficient recruiting, and interviewing program.  Advises and assists managers on candidate selection.  
• Conducts and analyzes exit interviews & stay interviews; recommends changes where deficiencies are identified. 
• Conducts all pre-employment processes, including, but not limited to, conditional job offers to applicants, administrative paperwork, reference/criminal checks and coordinating the drug testing and medical evaluation process, as needed. 
• Developsand/or supports an effective and efficient new hire onboarding process, which includesorientation, training programs and benefits review & enrollment. 
• Conducts job evaluations and analyses wage and salary data to make recommendations for a competitive compensation plan.  
• Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; schedules management conferences with employees; listens to and resolves employee concerns; counsels’ employees and supervisors. 
• Assists associates with any benefit related questions or issues. 
• Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducts investigations; maintains records; represents the organization at hearings. 
• Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures. 
• Maintains professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; participating in professional organizations. 
• Will lead training initiatives for KINA with assistance from the KINA Training Coordinator. Works closely with all departmentsat the site to coordinate and/or conduct training. Seeks out internal training resources orrecommends external vendors as appropriate. 
• Maintains all personnel records and Human Resources Information System records in an accurate, legal, and compliant manner. Runs/analyses reports from database. 
• Conducts thorough investigations in a timely manner and prepares a summary of the investigative findings.  
• May participate in conflict resolution between an employee and supervisor. 
• Keeps VP of Human Resources apprised of all significant communications, correspondence, projects, disputes, and other activities that he/she is aware of and/or working on. 
• Assists in the development and implementation of human resources policies and procedures. 
• Participates in developing departmental goals, objectives, and systems. 

Supervisory Duties: Carries out supervisory responsibilities in accordance with the Company's policies and applicable laws. Responsibilities include interviewing and hiring employees; planning, assigning, and directing work as needed; assists in appraising performance; coaching and guiding People Managers in rewarding and disciplining employees; addressing complaints and resolving problems.   

Key Traits for a successful manufacturing site HR Manager:  

• Strong Interpersonal Skills: Manufacturing sites often have diverse teams with varying skill sets, backgrounds, and personalities. An effective HR Manager needs excellent interpersonal skills to relate to and communicate with employees at all levels, from production workers to senior management.  

• Problem-Solving Abilities: Manufacturing environments can be complex and dynamic, with various operational challenges that impact the workforce. An HR Manager should be adept at identifying issues and finding practical solutions to maintain a product and harmonious work environment.  

• Knowledge of Labor Laws and Regulations: The manufacturing industry is subject to various labor laws, safety regulations, and industry specific standards. An HR Manager must have a solid understanding of these regulations to ensure compliance and mitigate legal risks.  

• Change Management Expertise: Manufacturing processes and technologies are constantly evolving. HR Managers need to be skilled in managing change, including introducing new processes, technologies, or organizational structures while minimizing resistance and disruption.  

• Conflict Resolution Skills: Conflicts can arise in any workplace, but manufacturing environments can have additional stressors due to the nature of the work. An HR Manager should be skilled in mediating conflicts and finding solutions that balance the needs of the organization and the employees.  

• Employee Development and Training: Roles often require specialized skills. HR Managers should be proactive in identifying training needs, designing development programs, and ensuring that employees have the necessary skills to perform their jobs effectively.  

• Health and Safety Focus: Safety is paramount in manufacturing. HR Managers play a critical role in ensuring that employees are trained in safety protocols, are aware of potential hazards, and follow best practices to maintain a safe working environment.  

• Team Player: HR Managers need to collaborate with various departments, from production and engineering to finance and operations. Being a team player and building strong cross-functional relationships is essential for success.  

• Adaptability: Manufacturing environments can be fast-paced and subject to unexpected changes. An adaptable HR Manager can navigate through uncertainty, changing priorities, and unforeseen challenges while maintaining composure.  

• Data-Driven Decision Making: In the modern manufacturing landscape, data plays a significant role in making informed decisions. HR Managers should be comfortable using data analytics to assess workforce trends, employee performance, and engagement levels.  

• Communication Skills: Clear and effective communication is crucial for transmitting policies, procedures, and company goals to the workforce. HR Managers need to communicate complex information in a way that resonates with employees at all levels.  

• Ethical Conduct:  HR Managers hold sensitive information and play a role in employee evaluation and discipline. Maintaining the highest standards of ethics and confidentiality is essential to build trust within the organization.  

All Employees have the following compliance obligations: 

1. Remain compliant with the Code of Conduct and Policies which includes the Product Compliance Policy. 
2. Ensure that all duties related to product compliance are adhered to in accordance with the Product Compliance Policy, Laws, Regulations and market demands. 
3. Responsible for all tasks to achieve compliance goals and demands of Compliance Management System. 
4. Must raise concerns related to the Compliance Management System to their supervisor, manager, any member of the Leadership Team, or through the confidential whistle blower service.

Education and/or Experience:  Bachelors’ degree from an accredited university in Human Resource Management, Business Administration, or equivalent, plus three (3) to five (5) years related human resources experience; or High School diploma or equivalent plus five (5) to seven (7) years related experience; or any equivalent combination of education and experience that provides the above knowledge, skills, and abilities. 1-3 years of manufacturing human resources experience is preferred.Certification as a Professional in Human Resources (PHR) or SHRM-CP is preferred. 

Must have: 

• Proficiency with computer applications, including Word, Excel, PowerPoint, Outlook, HRIS.  

• Strong communication skills, active listener with interpersonal skills, the ability to proactively anticipateneeds, problemsolve and work with people at multiple organizational levels both internal and external. 

• Ability to work a flexible schedule to accommodate multi-shift interaction. 

Must be able to: 

• Work in a team-based environment. 

• Set and manage multiple priorities. 

• Follow directions and get along well with others. 

• Travel 25% of the time.   

Language Skills: Ability to read and interpret documents such as operating instructions, and procedure manuals.  Ability to write routine reports and correspondence. Must be able to communicate orally and written in English. Bi-lingual English/Spanish is preferred and necessary when supporting our Miami, FL site.  

Mathematical Skills: Ability to calculate figures by using basic math skills (add, subtract, multiply and divide).   

Reasoning Skills: Ability to apply common sense understanding to carry out instructions furnished in written, oral, or diagram form. Ability to deal with problems involving several concrete variables in standardized situations. 

Competencies – Manager of Others 

Aligning Performance for Success 

Focusing and managing individual performance by helping others set performance goals/objectives, and then tracking results and continually evaluating performance effectiveness. Aligning Performance for Success supports our business drivers of Building a High-Performance Culture and Increasing Global Focus.  

Building Influential Partnerships 

Leveraging relationships with internal and external partners to persuade key stakeholders to take action that will address customers’ needs and advance business objectives. Building Influential Partnership supports our business driver of Executing a Competitive Strategy. 

Customer Focus 

Ensuring that the internal or external customer’s perspective is a driving force behind strategic priorities, business decisions, organizational processes, and individual activities; crafting and implementing service practices that meet customers’ and own organization’s needs; promoting and operationalizing customer service as a value. Customer Focus supports our business driver of IncreasingProfitable Revenue Production. 

Decision Making. 

Identifying and understanding challenges and opportunities by gathering, analyzing, and interpreting quantitative and qualitative information; choosing the best course of action by establishing clear decision criteria, generating, and evaluating alternatives, and making timely decisions; taking action that is consistent with facts and optimizes probable consequences. Decision Making supports our business driver of Driving Efficiency. 

High-Impact Communication 

Clearly and succinctly conveying information and ideas to individuals and groups in a variety of situations; communicating in a focused and compelling way that influences others’ thoughts and actions. High-Impact Communication supports our business drivers of Building a High-Performance Culture, Increasing Financial Performance, Increasing Global Focus, Executing a Competitive Strategy and Driving Efficiency. 

Leading a Culture of Trust & Integrity 

Fostering a work environment that encourages people to act with integrity and treat each other and their ideas with respect; creating and protecting a high-trust environment by setting an example, advocating for others in the face of challenges, removing barriers, and rewarding others for demonstratingbehaviors that cultivate trust. Leading a Culture of Trust and Integrity supports our business driver of Building a High-Performance Culture.  

Health & Safety 

The ability to effectively oversee, implement, and promote health and safety practices within a designated area or team. Individuals with this competency are responsible for ensuring the well-being of employees by creating and maintaining a safe and secure work environment. This includes the application of relevant regulations, the development of preventive measures, and the fostering of a culture that prioritizes health and safety.  

Equal Employment Opportunity Policy

Kingspan provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.