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Quietly Beautiful - Wildly Connected


Kerkhoven, MN | Posted 1 month ago

WELLS: A CAREER WORTH BUILDING Wells is one of the largest prefabricated building solution providers with locations across the central U.S., providing meaningful work in many different regions. We are a family-owned company that has celebrated 70 years of success. At the end of the day, we are a team of creators. Our 1,300 employees across the U.S. play an important role as catalysts, constructors, and community members. They are committed to reducing risk, building confidence, and deliberately planning for partners' success from vision through construction and beyond. Every day, more architects, engineers, contractors, developers, and owners specify Wells precast building components for their construction needs and with this continued success, we are looking to hire a motivated self-starting HR Manager to join our team. ESSENTIAL FUNCTIONS AND RESPONSIBILITIES: HR Strategy: Develop, implement, and oversee HR strategies that are aligned with the company's mission and strategic objectives. Recruitment: Collaborate with the in-house recruiters to ensure a seamless and efficient recruitment process, including job postings, candidate sourcing, interviewing and selection. Manages external staffing firms. Compliance: Stay updated on labor laws and regulations, ensuring the company's compliance with all relevant employment laws. Handle HR-related legal matters and maintain accurate employee records. Develop, update, and communicate HR policies, procedures, and employee handbooks. Ensure consistent enforcement and adherence. Promote diversity and inclusion initiatives to create a more inclusive and equitable workplace environment. Employee/Labor Relations: Manage employee relations, address concerns, and resolve conflicts, creating a positive and harmonious work culture. Plays a key role in preparing and conducting contract negotiation. Primary accountability for contract administration to include interpretation. Managers the union grievance process (where applicable). Has primary accountability for policy interpretation, including management of attendance and leave policies. Performance Management: Assist the SVP-HR and Managers with goal setting, performance feedback, and development plans. Training and Development: Identify training needs and create development plans for employees. Organize and facilitate training programs and workshops as necessary. Benefits and Compensation: Assist with the administration of employee benefit programs, such as health insurance and retirement plans. Manages employee compensation-related inquiries. Answers benefits questions and assists the Benefits Analyst resolving issues which may involve interfacing directly with third party administrators. HRIS: Ensure accurate and timely input into HRIS system relative to status, compensation, and other position changes. EDUCATION, SKILLS, AND ABILITIES REQUIRED: Bachelor's degree in human resources, Business, or a related field. Five (5) years of previous HR experience, manufacturing environment preferred. HR certification preferred. Strong knowledge of employment laws and regulations. Excellent communication and interpersonal skills. Bilingual in Spanish a plus. Proficient in HR software and tools. Strong organizational and problem-solving skills. Possession of a valid driver's license, and the ability to operate a motor vehicle. PHYSICAL REQUIREMENTS/ ADA ESSENTIAL FUNCTIONS: Ability to sit or stand for extended periods of time. Manual dexterity and hand-eye coordination for typing, filing, and using office equipment. Visual acuity and ability to read small print. Hearing acuity and ability to communicate effectively with others. Ability to lift and move office supplies and equipment. Mobility and ability to move around the office as needed. WORKING CONDITIONS: Minimal risk of exposure to unusual elements. Minimal risk of safety precautions. General office environment with the ability to walk the plant/yard. This position profile identifies the key respons bilities and expectations for performance. It cannot encompass all specific job tasks that an employee may be required to perform. Employees are required to follow any other job-related instructions and perform job-related duties as may be assigned by his/her supervisor. Wells is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, gender identity, disability, or protected Veteran status. Wells participates in E-Verify and will provide the federal government with your I-9 Form information to confirm you are authorized to work in the U.S EMPLOYEE BENEFITS Wells values our employees and is committed to providing a competitive and comprehensive benefits package. We offer paid holidays, health, dental and vision insurance, as well as flex spending for medical and daycare, a health savings account, and 401(k) plan with profit sharing. We'll also pay your premium for short- and long-term disability, and life insurance.* *Please note that the benefits listed here are for non-union employees. Benefits for union employees are covered under separate collective bargaining agreements which can be obtained through their union business agent or their HR representative. 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)

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