About the job
AFL provides industry-leading fiber optic products and services across the
globe. Our company was founded in 1984 with a single fiber optic cable and
now we manufacture over two thousand products, employ over 5,000
associates and consistently generate annual sales in excess of a billion-
dollars in revenue. With our commitment to professional growth and
employee development, let AFL “Connect” you to your next career
opportunity!
What We Offer:
A hybrid office schedule for qualifying employees
Flexible time off policy
401K Company match (up to 4% - dollar for dollar)
Professional development, training, and tuition reimbursement
programs
Excellent medical, dental, vision, and life insurance policy options
Opportunities for career advance with an industry leading company!
Job Summary
The HR Manager facilitates the execution and delivery of various HR programs and
initiatives related to policy development and administration, process improvement
and HR systems development. He/she analyze current programs, processes and
systems for overall effectiveness and maximized efficiency. Delivers HR products
and services that are considered value added, measurable, directly tied to AFL’s
business objectives and strategic direction and aimed at increasing employee
satisfaction. Leads the implementation and administration of policies and procedures
that cover several functional areas that may include and are not limited to employee
relations, investigations, talent acquisition, talent management, salary management,
performance management, new hire orientations, leave of absence and termination
administration. Position requires being a trusted and proactive liaison with
employees, management and corporate HR functions such as benefits and payroll.
The incumbent will report to Human Resource Director and must be able to handle
sensitive matters with discretion and possess excellent organizational,
communication, and time management skills.
Responsibilities
Provides proactive leadership and ensures development of HR best
practices within the HR Operational areas.
Maintain knowledge of industry trends and employment legislation in
order to facilitate legal compliance and continuous improvement of HR
practices.
Develop and maintain a responsive work environment and provide a
high level of HR services
Ensure compliance with federal and state regulatory requirements,
Sarbanes Oxley guidelines and Internal Audit guidelines.
Responsible for continuous measurement and improvement of the
operational HR functions through HR metric collection, analysis and
goal setting.
Identifies patterns and issues across departments and develops
strategies in order to address and resolve issues.
Develop, track, communicate, and publish Human Resources key
performance indicators
Continuously seek opportunities to implement processes and
procedures that improve quality, effectiveness, and efficiency of HR
services.
Frequent interaction with the Payroll department by developing and
monitoring all tasks necessary to accomplish the organization's payroll
objectives.
Adhere to and promote the environmental, health & safety policies of
AFL.
Conducts Employee relations investigations and proposes actions to be
taken.
Leads the creation and delivery of Leadership Development initiatives.
Compile, maintain, process, and audit HR related documentation; new
hire, transfer, personnel changes, performance appraisals and leaves
of absence, ensuring necessary paperwork is securely and
confidentially maintained in proper files and HRIS.
Responsible for confidential and time sensitive material as well as
prepares routine correspondence including letters, memoranda, and
reports.
Responds to employee inquiries regarding policies, procedures and
programs.
Coordinates and creates HR Action forms as needed.
Leads special projects and initiatives as needed
Perform other duties as requested, directed or assigned.
Personal Qualities
Demonstrate interpersonal skills, excellent communication (written and
verbal) skills and innovative problem solving skills - must be a critical thinker
Proactive work ethic, ability to juggle priorities, multi-task and meet deadlines
in fast-paced environment.
Ability to maintain and ensure strict confidentiality, to manage the
administrative processes, and to identify problems requiring escalation
Extreme attention to details and high degree of personal accountability
Ability to produce a high volume of work with a high degree of accuracy
Ability to follow directions and exercise independent judgment and maintain a
professional demeanor while managing tight deadlines and multiple priorities
Demonstrated ability to work independently or as a group member in an
organized manner with minimal supervision.
Ability to organize, prioritize and mange tasks efficiently.
Qualifications
Bachelor’s Degree in Human Resources or related field preferred.
Minimum 3-5 years of related work experience in an HR Generalist/Manager
role is required.
Must have experience with HR systems, Ultimate Software knowledge is a
plus.
Knowledge of State and Federal Wage, Employment Laws and HR policies and
procedures and ability to apply requirements to situations in the workplace
Skilled in comprehending and analyzing procedural problems. Make sound
recommendations and conclusions.
Strong customer service commitment.
Proficient with all Microsoft Office Applications (Outlook, Word, excel,
PowerPoint and Access)
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against
employees or applicants because they have inquired about, discussed, or disclosed
their own pay or the pay of another employee or applicant. However, employees who
have access to the compensation information of other employees or applicants as a
part of their essential job functions cannot disclose the pay of other employees or
applicants to individuals who do not otherwise have access to compensation
information, unless the disclosure is (a) in response to a formal complaint or charge,
(b) in furtherance of an investigation, proceeding, hearing, or action, including an
investigation conducted by the employer, or (c) consistent with the contractor’s legal
duty to furnish information. 41 CFR 60-1.35(c)
