BASIC FUNCTION:

Administer and/or manage Human Resource processes covering several or all of the following areas: employee relations, recruiting, wage and salary administration, training and development, career and succession, performance management, safety, health benefits, and employee services.

DIMENSIONS:

At least two of the following three scope factors must be met*:

Employees Serviced: 400+

Melt Shop/Rolling Mill Tons Produced: 75,000+

Union support

*If the minimum two scope factors are not met, additional approval needed from the VP of Human Resources to qualify for HR Manager II level

In addition, the Human Resources Manager II supervises direct reports.

DUTIES AND RESPONSIBILITIES:

Responsible for all personnel actions regarding direct reports including but not limited to: assigning work duties/responsibilities, performance and salary reviews, disciplinary actions, termination, etc.

Analyze trends and metrics in partnership with HR group to develop solutions, programs, and policies.

Conduct recruitment effort for open positions and support hiring managers in the selection process (from cultural fit, competency, behavior standpoints). Manage recruitment process by assisting managers to define position requirements and potential sources of applicants.

Serve as liaison on compensation and benefits issues. Responsible for maintaining job descriptions and evaluations on an accurate and current basis; assuring personnel are in proper classification. Ensure uniform interpretation and application of wage and salary policy to provide internally equitable employee compensation. Communicate total compensation opportunity to employees and respond to employee questions related to applicable Compensation plans and programs.

Identify training needs and work with corporate training team to implement programs. Facilitates training sessions locally when applicable.

Coordinate employee communications to promote employee understanding of programs, policies, and objectives.

Personnel Planning, department manning and budgeting responsibilities.

Recommend and coordinate employee engagement activities.

Ensure legal compliance with various governmental laws and regulations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Provide HR policy guidance and interpretation.

Provide guidance and input on business unit restructures, workforce planning, succession planning. Coordinate C&S cycles, local people development committees, 360º degree feedback surveys and competency assessments; ensure consistent application of corporate policies and procedures.

Partner with management to conduct performance evaluations. Coordinate performance reviews and performance improvement processes for all employees; ensure consistent application of corporate policies and procedures.

May assist international employees with expatriate matters and related HR matters.

Employee Relations

Union locations: Responsible for advising supervisors, superintendents and managers on employee grievances, discipline and related problems. Ensure positive labor relations are maintained and uniform interpretation and application of the Collective Agreement. Coordinate grievances and negotiations through to completion.

Nonunion locations: Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.

JOB SPECIFICATIONS:

Proficiency with Microsoft Office

Excellent consulting, client management, and business literacy skills

Strong conflict management skills

Ability to read, analyze, an interpret common financial reports and legal documents.

Ability to respond to common inquiries or complaints from employees, customers, regulatory agencies, or members of the business community.

Ability to effectively present information to top management and public groups.

Ability to define problems, collect data, establish facts and draw valid conclusions.

BACKGROUND AND EDUCATION:

1. Undergraduate degree in human resources, business administration, or related field

2. 7+ years experience

3. Graduate degree and/or PHR/SPHR preferred

Gerdau believes in equal employment opportunity related to all employees and applicants for employment. It is the policy of Gerdau that there will be no discrimination against any employee or applicant for employment on the basis of race, religion, color, national origin, citizenship, marital status, sex, age, sexual orientation, genetic information, gender identity, veteran status, disability, or other legally protected status.

If you are vision-impaired or have some other disability under the Americans with Disabilities Act / Accessible Canada Act or a similar law, and you wish to discuss potential accommodations related to applying for employment at Gerdau, please contact our Talent Acquisition Team at (866)-788-2798 or recruiting@gerdau.com .

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