Human Resources Manager

AMP Robotics is a pioneer and industry leader in artificial intelligence and robotics for the recycling industry. Every day, we’re working to reimagine and actively modernize the world’s recycling infrastructure. Headquartered and manufacturing operations in Louisville, Colorado, we build and deploy cutting-edge technology solutions that solve many of the central challenges of recycling to make it more efficient, cost-effective, scalable, and sustainable. 

We’re fostering an environment where talented, driven individuals can grow and create impact. We are looking for unconventional thinkers to join our mission; at AMP, your contributions have meaning and can spur change. With backing from top-tier investors including Sequoia Capital and recognition including Fortune’s Impact 20, Fast Company’s Most Innovative Companies, and Forbes’ most promising artificial intelligence companies in America, we’re always seeking ways to better our operations, raising the bar on innovation, and looking to collaborate and improve each day in what we do. Learn more at AMPRobotics.com.

AMP Robotics is hiring a Human Resources Manager to focus on the growth and success of our secondary sortation facilities by building systems and processes that scale, ensuring compliance, driving corporate initiatives, supporting the plant with employee matters, directed by VP People. The position will partner with our VP of Facility Operations, facility leadership, and our HR Business Partner team to support our facilities teams in Atlanta and Cleveland. The HR Manager position is responsible for diagnosing organizational challenges, creating solutions, and driving change as needed.   

As our Human Resources Manager supporting secondary sortation facilities, you will work to:

• Support plant leadership and management through tactical and strategic initiatives.
• Work closely with the VP People and AMP’s HR team to roll out and support critical initiatives (i.e. employee review and compensation planning, employee benefits, and HRIS usage & maintenance).
• Consult with management and team leads, and employees in providing HR guidance when appropriate.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of salaried and hourly employees, reducing legal risks and ensuring regulatory compliance. 
• Works closely with management and employees to improve work relationships, build morale, and increase productivity.
• Identify training needs for staff and management and participate in evaluation and monitoring of training programs to ensure success. 
• Represent the company to outside employers and agencies in matters of employment, job verifications, industrial medical services, unemployment compensation and appeals hearings, workers' compensation follow-up, and leaves of absence follow-up.
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Coordinates Worker Compensation, Safety and Loss Control activities with Corporate Risk Management.
• Identify causes of turnover, develop and implement a retention strategy.

Supervisory Responsibilities:

• This position has no direct supervisory responsibilities.

The successful candidate will have:

• Strong communication and interpersonal skills.
• Demonstrated ability to work cross-functionally on complex projects to achieve desired outcomes.
• Excellent organizational and time management skills and attention to detail.
• Strong analytical and problem-solving skills.
• The ability to work in a fast-paced environment with shifting priorities.
• Proficient with Google Suite, HRIS/Payroll software.

Education and Experience:

• Minimum of 5 years of experience in Human Resources working with an hourly population.
• Bachelor's degree required.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
• HR credentials such as SHRM Certified Professional (SHRM-CP),  or Professional of Human Resources (PHR), or the ability to obtain certification within one year of employment is preferred.

Physical Requirements:

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift up to 15 pounds at times. 

Working Location(s): 

• Lithonia, GA

Travel Requirements: 

• Up to 30% travel
• “Please note: This role requires travel, and AMP requires employees who travel to be fully-vaccinated against COVID-19. AMP is an equal opportunity employer and, consistent with applicable law, will consider requests for reasonable accommodations based on disability or sincerely-held religious beliefs, or as required by state or local law, where it is able to do so without undue hardship to the Company.”

AMP provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Other duties: 

Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Salary & Compensation Information: $85,000 - $95,000 annual salary depending on experience

Benefits Information:

• Medical - The company covers up 85% to 100% of the premium for Cigna healthcare plans depending on the selection. Employees pay the difference in premium if they select a more expensive plan. Up to 75% for dependents. 
• Dental, Vision, Short and Long Term Disability.
• 401(k) retirement plan (non-matching).
• 14 days PTO and 6 paid sick days.
• Nine (9) paid holidays – 7 company designated and 2 floating holidays.