Human Resources Manager- Distribution Center

COMPANY DESCRIPTION

At AirLife, we are dedicated to improving the quality of every breath. Excellence with Every Breath is not just a tag line, but the way we work and take care of our customers. With a mindset to evolve, innovate, and grow, we are a premier manufacturer of the highest-quality and market-leading breathing consumables. This growth philosophy has positioned us to increase our global footprint and business reach, impacting even more people around the world. Our expanding family of the most trusted brands offers a product portfolio that spans the continuum of care from first responder to home care, with safety, patient comfort, and clinical performance in mind. Collective expertise allows us to provide quality products and experiences to our patients, customers, and our people. Our values of Customer first, Differentiate with our People, Bias for Action, Continuous Improvement and Accountability define who we are and how we work. Join us!

POSITION SUMMARY

Responsible for the management of Human Resource programs, policies and initiatives for AirLife’s workforce within our Distribution Facilities. Sitting at our Phoenix, AZ site, this partner will work closely with HR COE to drive strategic HR initiatives, compliance, develop talent within the organization and provide HR support to employees.  This role serves as a consultant to management on HR related issues; acts as an employee champion and change agent, assesses and anticipates HR related needs.   The HR Manager will directly manage the HR Supervisors within our distribution facilities and will build strategic partnerships across functions to deliver value-added service to management and employees that reflect the business objectives of the organization.   The HR Manager maintains an effective level of business literacy regarding our company direction, goals and culture and its competition. 

POSITION QUALIFICATIONS

The specific minimum competencies needed to perform the essential duties of the job include knowledge, skills, abilities, level of education, and experience necessary for successful performance.   These competencies are generally demonstrated through specific service, education, or training.

Knowledge: 

• Advanced knowledge of all MS Office Applications required, strong aptitude for systems, experience with ADP software preferred.
• General knowledge of HR policy and procedures including performance management, recruitment, employee relations, engagement, change management. 
• Previous experience working in manufacturing/distribution facilities, serving as a strategic HR Business Partner. 

Skills & Abilities:  

• Excellent interpersonal, leadership and management skills and high professional standards for customer service and work quality. 
• Ability to work effectively in high-pressure situations that require sound decision making and may involve confidential or sensitive matters.
• Strong generalist experience with solid track record in managing/advising on complex/sensitive issues as well as considering the impact to both organization as a whole and employees.
• Strong working knowledge of employment law.
• Ability to manage multiple projects and priorities and adapt as needed to fit changes in direction.
• Ability to build and maintain collaborative relationships at all levels.
• Ability to influence and drive accountability. 
• Healthcare manufacturing experience a plus.
• Experience with change management.

Level of Experience:  

• 5-10 years’ relevant Human Resources experience.
• 3+ years managing people

Level of Education:  

• Bachelor’s degree in Human Resources, business administration, organizational development or a related field.  

Travel:

Up to 40%.

 ESSENTIAL DUTIES AND RESPONSIBILITIES

• Consult with Vice President, Human Resources in the strategic planning process; develop and implement aligned HR strategies that support business priorities.
• Oversee administration of U.S. payroll and all health and welfare plans.
• Develop initiatives to promote and enhance an engaged workforce.
• Recruit, interview and advise in selection of candidates for open positions.
• Coach and consult with management on issues affecting morale, performance, development and organization effectiveness, helping to determine root causes and recommending appropriate next steps.
• Provide guidance and direction to management to ensure consistent, equal and fair treatment of all employees.  Consult with managers to ensure the consistent application of and adherence to company policies and procedures.
• Present, train and/or facilitate organizational development programs.
• Conduct and manage investigation of complaints and concerns; assess the severity, involve appropriate individuals and facilitate appropriate action based on policy and practices. 

OTHER RESPONSIBILITIES

• Focus on achieving our Company mission.
• Demonstrate accuracy and thoroughness in daily work; look for ways to improve and promote quality & safety. 
• Inspire the trust of others; treat people with respect and dignity and embrace the value of diversity.
• Use time efficiently; perform job accurately, thoroughly, and conserve Company resources to improve profits.
• Contribute to building and maintaining a positive team environment.
• Assure all policies and guidelines are implemented and followed.

QUALITY POLICY 

At AirLife, Quality is our promise.  It is our commitment to customer satisfaction and our dedication to product excellence in an evolving global healthcare market. This promise is kept through a continuously improving and effective Quality Management System and compliance to Regulatory Requirements.

DEIA STATEMENT
At AirLife, we are committed to building a diverse workforce and an inclusive workplace that reflects the communities and customers we serve. We believe our philosophy on Diversity, Equity, Inclusion, and Advancement (DEIA) encourages excellence and equips us to serve an evolving global marketplace.