HR Manager

The HR Manager originates and leads Human Resources practices and objectives that will foster and promote an employee-oriented, high performance culture. Areas of responsibility include: Development of a superior workforce, Benefits, Succession planning, Training and development, Performance Management, Employee relations, Compliance, Onboarding, Recruitment, Career development, Compensation benchmarking and the overseeing, coordination and implementation of services, policies, and programs through the HR staff. The Human Resources Manager guides and manages the overall delivery of Human Resource services, policies, and programs for the entire company. Serves on the senior leadership team. Although the location of the position is in Newton, NJ, from time to time it may be required to undertake duties at other Thorlabs locations. 

Essential Job Functions include the following, but are not limited to:

• HR Administration & Team Development
  • Develops and drives the implementation of an HR strategy that is aligned with the strategic direction and goals of the organization.
  • Supports the development of department goals, objectives and systems and helps establish departmental HR metrics that support the accomplishment of the company's strategic goals.
  • Manages the workload and ongoing development of the Human Resources staff.
  • Oversees the implementation of Human Resource programs and policies. Monitors administration to established standards and procedures and identifies opportunities to integrate best practices and policies on a global basis.
  • Develops and monitors an annual budget that includes Human Resource services and administration.
  • Partners with Human Resources consultants, attorneys, and training specialists; coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
  • Drives HR best practices by continually staying abreast and educated on new policies, legislation, programs, and practices that will impact the team and organization.
  • Participates in executive, management, and company staff meetings and attends other meetings and seminars as appropriate.
• Training & Development
  • Defines all Human Resource training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
  • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
  • Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation and on-boarding, management development, production cross-training, the measurement of training impact, and training transfer.
  • Assists managers with the selection and contracting of internal/external training programs and consultants.
  • Assists with the development of and monitors the spending of the corporate training budget.
• Organizational Development
  • Participates in the design, and help manages a company-wide process of organization development that addresses issues such as superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-an-one meetings, and Intranet use.
  • Directs a process of organizational planning that evaluates company structure & culture, job design, and job planning throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Recruitment
  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Oversees all executive level recruitment, including confidential searches, within the organization.
  • Employee Relations
  • Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Counsels and coaches managers and supervisors with respect to performance and discipline issues. 
  • Monitors the implementation of performance improvement processes with non-performing employees.
• Compensation
  • At the direction of the COO and CFO, helps to implement the company wage and salary structure, pay policies, within the company including bonuses and raises.
  • Leads competitive market research to establish pay practices and pay bands that help to recruit and retain top talent.
  • Monitors all pay practices and systems for effectiveness and cost containment.
  • Leads participation in at least one salary survey per year.
  • With the assistance of the Controller, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
  • Leads the development of benefit orientations and other benefit training.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Partners with the General Counsel on company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
  • Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.
• Health & Safety
  • Plays a lead role on the Safety committee and is responsible for the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
  • Keeps the COO and leadership team informed of significant problems that jeopardize the achievement of company goals and those that are not being addressed adequately at the line management level.
     

Qualifications

Experience:

• Minimum 5 years of experience in a similar and progressive position preferred.

Education:

• Bachelor's degree in Human Resources or equivalent work experience

Specialized Knowledge and Skills:

• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations.
• Proficiency in Microsoft Product use and communication tools; experience with Axapta preferred.
• Ability to develop relationships and interact with individuals at all levels of the organization.
• The fast-paced, dynamic environment requires flexibility and the ability to adapt to ever-changing priorities.
• Ability to align HR staff to the strategic goals of the company.
• Strong business acumen and strong strategic thinking skills
• Demonstrated experience as a change agent
• Demonstrated experience in a customer centric environment
• Strong decision making skills
• Strong experience in financial management
• Demonstrated experience in process evaluation/management

Thorlabs values its diverse environment and is proud to be an Equal Employment Opportunity/Affirmative Action employer.  All qualified individuals will receive consideration for employment without regard to race, color, religion, gender, gender identify or expression, sexual orientation, national origin, genetics, disability, age or veteran status. Job descriptions are not intended as and do not create employment contracts.  The organization maintains its status as an at-will employer.  Employees can be terminated for any reason not prohibited by law.