Union Laborer Jobs in Webster, MA (NOW HIRING)

HUMAN RESOURCES MANAGER
Position Summary
Key leader managing the human infrastructure at Warren Pumps and Portland Valves integrating expertise in Union relations ensuring business effectiveness and success through leveraging a full range of Human Resource functional capabilities. This will include talent sourcing and selection to SG&A level, associate relations including union labor relations, management of retiring associate process, conflict avoidance and resolution, organizational development, onboarding and retention, HR data accuracy and reporting, compensation/rewards and recognition program development and administration, training program development and delivery, benefit management, organizational communications and health, safety and Workers Compensation program support.
KEY RESPONSIBILITIES
Management/Leadership Team Member
Ensure the interests of the HR function and local business are well understood and properly aligned to effectively deliver on annual and strategic CFX / CFH business objectives. Provide a focus on developing an environment in which each employee enthusiastically and fully engages in the delivery of positive, sustainable results.
This will include:
Working with local leaders to identify and bridge talent gaps
Participating in the design of HR programs and processes; and tailoring them for effective local implementation
Representing/explaining the interests and concerns of Warren based leaders to internal and external stakeholders
Representing/explaining and gain support for longer term initiatives required by various parts of Colfax
Becoming a trusted advisor to all levels and all functions of the organization on matters pertaining to the positive engagement of people, individually and organizationally
Union/Labor Relations
Function as primary leader and liaison between the local business and Union representatives fostering amicable relations supporting CFX / CFH business objectives.
This will include:
Serving as top point-of-contact with Union representatives
Leading resolution of concerns/issues before reaching grievance-level
Managing the process for open positions for bid within site
Managing and elevating issues to appropriate leadership levels as necessary
Accepting grievances from Union and overseeing the development of action and communication steps for resolution
Provide HR leadership in meetings and bargaining
Talent Sourcing and Selection (non-union)
Attract, select and hire best talent through maintaining and improving processes which assure integrity, government compliance, short time to fill, low cost and positive experience for candidates and hiring team. 
This will include:
Ensuring that internal talent is identified, know of and considered for appropriate openings
Ensure internal and external cost-effective plans are in place and properly implemented to deliver just in time, high candidate quality, results
Develop a talent pipeline for each hard to fill position
Identify and maintain strong relationships with government and private (agency) sources for referral of top candidates
Work with technical schools and universities to develop and identify emerging talent
Work with temporary placement agencies to ensure referral and proper management of high-quality placements
Administration of skill assessments, effective interviewing, participation in selection, development and presentation of offers, managing acceptance and start process
Benchmark positions to insure external competitiveness and internal equity and affordability
Associate Relations including Union Labor Relations, Talent Retention, Conflict Avoidance and Resolution
Maintain a work environment where employees understand, are comfortable with and proactively access appropriate internal support for their interests and concerns.
Support supervisors and associates with communications, training and coaching on how to interpret and apply HR policies and procedures especially in core areas of interest such as job openings, time and attendance, performance evaluations/disciplinary action, pay and benefits and within Union guidelines where and as applicable
Build strong relationships with managers and associates to identify and present associate relations issues before they arise
Respond to and resolve complaints or conflicts through conducting investigations, and providing recommendations/resolutions to corrective action in accordance to company policy and within Union guidelines where and as applicable
Support development, maintenance and communications of accurate positions descriptions and career paths
Address and maintain data on areas of concern to enable systemic problem identification and resolution. This will include accelerating organization of outgoing knowledge base and managing risk from outgoing associates, improving onboarding of new and transferring talent to accelerate productivity, "management by walking around" all shifts, and exit interviews
Responsible for programs and activities such as annual benefits open enrolment communications, year-round wellness initiatives; recognition programs for length of service, military service, educational attainment, retirement and birthdays; picnic, breakfasts, holiday gifts and charitable events like the United Way
Support and advance health, safety and workers compensation programs
HR Data Accuracy and Reporting
Encourage and support associate and manager self-service, where available. Where not available, insure accurate and timely entry of HR data (hires, data changes, terminations).
Payroll-Timecard management. Work with managers to avoid timecard discrepancies such as time-off balances and leaves of absence. Ensure alignment to time keeping policies.
Assemble and ensure data quality for external government reports, including unemployment, AAP, EEO-1, Vets 100, and internal reports including monthly headcount and turnover.
Ensure that absence management tracking, reporting, communications is in place
Ensure that the HR system accurately reflects all employee transactions from hire to retire or termination.
Organizational Development, Training Program Development and Delivery
Work with leaders to ensure that new hires, and associates new to a position, are enabled with the skills, knowledge and competencies to be successful. This includes an understanding of continuous improvement (CBS), Values and Ethics, safety, open door, roles and responsibilities and essential policies and procedures. 
Assist with development and maintenance of "people skills" assessment and development plan for each team leader and supervisor, as well as potential successor candidates.
Assist with development and delivery of training programs in such areas as effective interviewing, conflict resolution, positive performance discussions and other required people skill areas.
Continuous Improvement
Identify HR process gaps and inefficiencies. Recommend solutions.