Payroll Supervisor - Belo Horizonte, Brasil - Jabil

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JOB SUMMARY

Lead and develop a team of Technical Trainers to ensure excellence in the area of technical skill development for Manufacturing and developing and delivering content related to enhancing the effectiveness of leadership within the plant. Responsible for leading local efforts in the areas of HRIS, Recruitment, Compensation, and Compliance.

ESSENTIAL DUTIES AND RESPONSIBILITIES

LEADERSHIP AND PEOPLE MANAGEMENT RESPONSIBILITIES

Recruitment and Retention:

· Recruit, interview and hire employees for the Human Resources Development Team and HR Admin Team.

· Communicate criteria to recruiters for positions within the team.

· Monitor team member turnover; identify key factors that can be improved. Make improvements.

Employee and Team Development:

· Identify individual and team strengths and development needs on an ongoing basis.

· Create and/or validate training curriculum in area of responsibility.

· Coach and mentor Technical Trainers and HR Administration Staff to deliver excellence to every internal and external customer.

· Create and manage succession plans for the Training & HR Admin function.

Performance Management:

· Establish clear measurable goals and objectives by which to measure individual and team results (i.e. quality and quantity of job responsibilities.

· Solicit feedback from internal and external customers on employee's contribution to the Plant performance.

· Express pride in staff and encourage them to feel good about their accomplishments.

· Perform team member evaluations professional and on time.

· Drive individuals and the team to continuously improve in key operational metrics and the achievement of the organizational goals.

· Co-ordinate activities with team and keep them focused in times of crises.

· Ensure recognition and rewards are managed fairly and consistently in area of responsibility.

Communication:

· Provide weekly communication forum for the exchange of ideas and information with the department.

· Organize verbal and written ideas clearly and use an appropriate business style.

· Ask questions; encourage input from staff.

· Assess communication style of individual team members and adapt own communication style accordingly.

TEAM LEADER RESPONSIBILITIES

Business Strategy and Direction:

· Know and understand the Human Resource strategy.

· Define, develop and implement a Training development strategy along with a Recruitment and Selection strategy for recruiting, which contributes to the HR and plant strategic objectives.

· Drive the implementation of the strategy through effective performance management of team members.

· Drive the implementation of the strategy through effective performance management of Technical Trainers and administration staff.

· Partner with peers (HR Generalists) regarding issues that affect their areas of expertise.

· Provide regular updates to the Human Resources Manager on the execution of the strategy.

Cost Management:

· Identify creative ways to reduce cost of Recruitment and Training/Education by streamlining processes and systems (i.e. modification of responsibilities or consolidation of tasks, elimination of non-value-added processes, or complete re-engineering of processes and systems).

· Utilize tools available to monitor departmental cost and cost trends, striving continuously to improve value. Provide feedback to peers (HR Generalists) on cost and cost trends.

TECHNICAL MANAGEMENT RESPONSIBILITIES

· Demonstrate a commitment to continuing education and training by keeping up to date with new initiatives in field of training and education e.g. e-learning.

· Ensure that all employees have an effective orientation in to Jabil.

· Ensure that all employees have the opportunity to develop the skills required to do their job by advocating the importance of training and education across the campus.

· Drive continuous improvement in Training and Development team through trend reporting analysis, metrics management and encouraging every team member to improve their own skills.

· Assure that procedures and work instructions are efficient and not redundant e.g ISO Training Procedures

· Offer new ideas and suggestions for improvement. Identify and implement new practices and processes.

· Demonstrate a commitment to customer service; anticipate, meet, and exceed expectations by solving problems quickly and effectively; making customer issues a priority.

· Communicate overall training and development strategy on a regular and consistent basis.

· Lead by example.

· Establish new measurement systems if/where possible.

· Exchange knowledge and information with other Training Managers to ensure best practices are shared throughout the Jabil organization.

· Prepare and audit Jabil Circuit's Affirmative Action Plans and ensure compliance with federal, state, and local EEO laws and regulations.

· Provide policy guidance and standards of achievement to management concerning diversity initiatives.

· Manage the recruitment and selection activities of the company to hire and/or transfer internal and external executives, managers, professionals, technicians, and support staff to ensure adequate staffing.

· Recruit, screen, and interview internal and external applicants to fill current or expected job vacancies. Review and evaluate applicant's work history, education, training, and other qualifications. Source candidate from both internal and external sources. Expedite and coordinate internal transfers. Refer candidates to the hiring manager.

· Negotiate salary and relocation offers that lead to a win-win relationship between Jabil and the new employee.

· Ensure a consistent and fair policy with all search firms with respect to submission of resumes and fees.

· Evaluate selection criteria and testing techniques to ensure compliance to standards.

· Design, develop and implement an effective advertising campaign for Jabil, which takes account of cost and effectiveness.

· Plan and co-ordinate job fairs to ensure the best value for Jabil.

· Responsible for Records Management for the STP site.

· Understand and take account of specific legislation relating to recruiting e.g. FMLA, FSLA, ADA, WARN.

· Understand and accurately communicate the basic components of compensation and other benefits.

· Consult on employee relations matters, job classifications, and employee morale issues.

· Work with management and employees on a day-to-day basis to prevent and solve employee problems. This may involve individual and/or group consultation to assist management in promoting effective communications and enhancing positive working relationships.

· Compile statistical HRIS reports for department (i.e. costs per hire, turnover, recruiting efficiency, hire ratios, response rates, referral factors, etc.).

· Drive continuous improvement through trend reporting, analysis, and metric management.

· Participate and lead team projects that address strategic initiatives as directed by the HR Manager.

· Solve all customer problems quickly and effectively; make customer issues a priority.

· Periodically "get down in the trenches" to support recruiter or to help during product launch. Foster a "back to basics" mentality during these times.

· Oversee the records retention of all Employee Personnel Files (both active and inactive employees).

· Adhere to all safety and health rules and regulations associated with this position and as directed by supervisor.

· Comply and follow all procedures within the company security policy.

· May perform other duties and responsibilities as assigned.

JOB QUALIFICATIONS

KNOWLEDGE REQUIREMENTS

· Ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals.

· Ability to write routine reports and correspondence.

· Ability to effectively present information to top management, public groups, and/or boards of directors.

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

· Ability to calculate figures and amounts such as discounts, interest, commissions, proportions, percentages, area, circumference, and volume.

· Ability to apply concepts of basic algebra and geometry.

· Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form.

· Strong knowledge of global and regional logistics operations and industry.

· Strong proficiency in determining logistics requirements to enable company's business goals and objectives with ability to devise and implement strategy to achieve targets.

· Strong financial and analytical ability. Proficiency in managing business analytics to determine optimum company footprint.

· Strong knowledge of international direct and indirect taxes as well as global customs regimes.

· Proven track record of successful change management accomplishments, implementing and management continuous productivity and cost reduction programs.

· Strong and convincing communication skills.

· Proficiency in use of personal computers, Microsoft Office products (Excel, Word and PowerPoint) and e-mail skills required.

EDUCATION & EXPERIENCE REQUIREMENTS

· Bachelor's degree in Human Resources or related field preferred.

· Three to five years experience in HR Specialist capacity.

· One year experience in HR Generalist capacity.

· Has working knowledge of many software packages.

· Or a combination of education, experience and/or training.