Vigor Values

Vigor expects all employees to enhance the atmosphere in which they work by living the Vigor Values every day.

Truth: We seek the truth, and we speak the truth
Responsibility: We act on what we know is right
Evolution: We seek mastery, and adapt to a changing world
Love: We care about the people we work with, and the world we live in

POSITION SUMMARY:

This position provides day to day Human Resources support to employees and their managers under the general supervision of the designated Human Resources Manager. You will help support, guide, mentor and nurture our workforce in line with our values and business needs. Primary responsibilities include administration and coordination of human resources and labor relations policies and programs including staffing, employee/labor relations, compliance, performance management, corrective actions and training in accordance with practices applicable to an affirmative action employer. The position is within the Human Resources Department but maintains a strong dotted line and daily reporting status to operations managers within the business unit they are assigned to support. He/she must actively demonstrate the Vigor Values and Code in all professional activities.

ESSENTIAL FUNCTIONS AND MAJOR RESPONSIBILITIES:

(This list is not intended to detail all aspects of the assigned work but is representative of the job’s overall responsibilities.)

• Partners with the operations to support business objectives, improve employee and business performance and provide direction and support of HR and labor relations policies, programs and practices
• Serves as the initial contact person for hourly employees and labor advocates regarding contract administration questions, human resources policies, procedures and administration.
• Assists in providing counsel to managers, with input from others on the Human Resources Management team, on a wide range of employee/labor relations and employment law issues, including the investigation of serious employee complaints
• Assists in the development of proactive approaches to improve employee/labor relations.
• Under the direction of Senior Human Resources leaders, provides support and assistance with the resolution of grievances; contract interpretation, and application of appropriate corrective action for hourly personnel.
• Contributes to, or is responsible for, projects and administrative activities that have an impact beyond a single business unit. This may include basic tasks such as development of employment forms, job descriptions, recruiting activities, benefits administration, and employee orientations.
• Responsible for ensuring business practices are in accordance with the terms of the company policy, applicable collective bargaining agreement, federal, state and local laws and reflect best operating practices appropriate to the industry.
• Ensures that new employees receive an appropriate orientation regarding the corporate organization and business philosophies as well as employee benefits, programs and responsibilities.
• Coordinates the maintenance of complete, accurate files and records in support of human resource programs and initiatives.
• Offers assistance in designing effective training materials and methodologies.
• Assists in facilitating and presenting employment law training for managers and supervisors
• Composes routine correspondence, reports, and proposals. Ensures that documents are technically accurate, grammatically correct, appropriate for the intended audience and have an appropriate level of diplomacy in the conveyance of sensitive subjects.
• Responsible for other functional areas and/or special projects within human resources such as recruitment, selection and placement, affirmative action plan administration, policy implementation and administration, compensation administration etc.

JOB SCOPE:

The role serves as an internal consultant and facilitator in area of assigned responsibility. The Human Resources Representative classification denotes a competent Human Resources professional working within the assigned HR discipline(s). HR Representatives may be assigned supervisory responsibility over support and technical staff on a continuing or project basis and at the lead or full supervisor level.

SUPERVISORY RESPONSIBILITY: None

INTERPERSONAL CONTACTS:

The Human Resources Representative coordinates his/her efforts with managers and supervisors. This position represents the Company through formal and informal interactions and communications with all levels of management/supervision, salaried non-union employees, hourly craft employees and union representatives.

KNOWLEDGE SKILLS AND ABILITIES:

• Ability to administer a broad range of policies and tasks, counseling managers and employees on the interpretation of policies, procedures and union agreements.
• Solid understanding of the principles and practices of human resources management in both union and non-union work environments.
• Strong interpersonal skills, communication, management, organizational effectiveness, and ability to present ideas in small and large group setting.
• Knowledge of applicable state and federal employment and labor laws and governmental compliance requirements.
• Ability to exercise sound judgment and make decisions in a manner consistent with the essential job functions as well as understanding when it is appropriate to bring in senior Human Resources leaders in for review and counsel on an issue before taking action.
• Strong ability to influence line-managers and maintain positive working relationships.
• Ability to effectively manage conflicts in a constructive and efficient manner.
• Knowledge of and ability to effectively utilize information technology including hardware and software applications such as Microsoft Word, Excel and Outlook to accomplish work objectives required.
• Ability to present ideas, decisions and investigative findings in written format, with clearly noted recommendations and outcomes.
• Ability to quickly synthesize data, utilizing critical thinking skills and applied learning to a wide array of situations to effectively address and resolve employee issues and complaints.
• Ability to obtain security clearances required to go to various operational sites where work is performed.
• Be flexible and available to interact with employees at all levels.
• Be self-directed and motivated.
• Take initiative to identify and anticipate business unit needs and make recommendations for implementation.
• High energy and passion for the field of HR and the strategic importance it plays within an organization
• Ability to handle multiple tasks and priorities, executing with excellence at all times
• Strong problem solving skills (research, independent thinking, decision making, good judgment)
• Attention to detail and to delivery of high quality output
• Outstanding stakeholder management skills with an ability to build strong and mutually beneficial relationships
• Strong ability to work collaboratively and communicate effectively across multiple locations
• Ability to adapt to shifting priorities
• Ambition, a willingness to learn, initiative, and excellent follow-through
• Proven success acting as a company ambassador
• Ability to travel to the Vigor locations as required

EDUCATION AND/OR EXPERIENCE:

• Graduation from an accredited four-year college or university with a degree in Human Resources, Business or other closely related field is preferred.
• Minimum two (2) years of directly related experience with emphasis in two or more functional areas: employee relations, labor relations, benefits administration, training and employee development, and recruitment, preferably in a heavy industrial or manufacturing environment.

CERTIFICATES, LICENSES AND REGISTRATIONS:

PHR designation is preferred.

PHYSICAL DEMANDS:

Requires physical and mental stamina appropriate to the performance of assigned duties the following represent illustrations of requirements- Sitting or standing for extended periods of time; primarily in an office setting but at times the work requires going into a heavy industrial setting. The person may be required to walk upstairs and ladders and aboard ships to interact with employees. Mental ability to evaluate, assess and manage complex problems and policy related matters, at times in emotionally charged situations. He/she may be required to work nights or weekends. Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools or controls and reaching with hands and arms. Vision abilities required by this job include close vision and the ability to adjust focus. The employee may be required to push, pull, lift and/or carry boxes or containers. There may be a need to travel and/or out of town, including air travel. There may be a need to travel within or out of town, including air travel. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT:

While in production areas the person will be exposed to all weather conditions, noise, fumes, dusts and odors. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Our goal is to provide a strong compensation package in support of industrial jobs that matter – to the local economy – and communities in which we operate. To achieve this goal, Vigor’s total compensation philosophy will remain flexible and therefore, subject to periodic review and revision to assure it continues to be sustainable and that is supports the Vigor Code and Culture Values.

Vigor’s total compensation philosophy considerations include the following:

• Objective is to attract and retain the best performers.
• Base pay for positions shall be set slightly below market.
• Base pay provided to individuals shall be determined in consideration of market data, internal equity, and overall job performance.
• Annual cash compensation, which includes base pay and incentive compensation bonus, shall be target to be above market when the Company’s overall financial performance has been positive.
• Encourage leadership and competency building by linking career development and individual performance to greater income earnings opportunities.
• Employee health, welfare and 401K retirement benefits taken together are above market average provided overall company performance remains positive.

At Vigor we offer a generous benefits package that includes:

Vigor and its wholly owned subsidiaries provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, protected veterans, age, disability or genetics. In addition to federal law requirements, Vigor complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, benefits, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.