Utilities District of Western Indiana REMC has an opportunity for a dynamic Human Resources and Safety/Compliance Manager to join their team. This position will provide technical and tactical support for the organization to ensure the optimal use of human resources, minimization of employee loss and interruption to business operations. Serves as an internal consultant to management, supervisors, and employees on personnel issues that affect performance and business continuity. Under the direction of the CEO and Managers, develops a human capital strategy including compensation, benefits, recruitment, selection, retention, performance management, and employee development. This position will also manage worker’s compensation and safety, and assure compliance with all pertinent regulatory agencies, as well as coordinating, scheduling, and implementing employee safety and training programs while maintaining regulatory compliance and reporting as required by law and Cooperative standards. Ensures safe working environment and work procedures are maintained. Provides human resources and regulatory support for Hoosier Heritage Management LLC.
Bachelor’s degree in Business Administration, Human Resources, Leadership, Occupational Safety, Health and Environment or other associated discipline required. PHR, SPHR, SHRM-CP or SHRM-SCP preferred. OSHA 30 hour and DOT Supervisor Training preferred. Minimum five years’ experience in human resources and safety related functions including, but not limited to, labor relations, occupational safety and health, training, employee development, program design and negotiation.
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)