HR and Labor Relations Intern (Project Management)

PRINCIPLE DUTIES AND RESPONSIBILITIES

1. Observes all rules of confidentiality as they relate to personnel and/or client information, and adheres to the RIDE values.
2. Work on a project with the Recruiter to create a business case for  AI resume screening technology. Assists with the administration of company-sponsored employee activities with a heavy focus on Internship Program Engagement
3. Project Future Intern Onboarding - work across departments with their 2024 Interns to outline the best onboarding process specific to Interns to help develop a future strategic onboarding plan for new internships to quickly come up to speed with the AM General requirements and processes.
4. Recruiting Process- Review the recruiting process. Conduct phone screens for existing jobs. Work with the recruiter to set up interviews with the hiring manager and candidates. Disposition candidates based on Affirmative Action Plan criteria.
5. Understanding People development as a component of a manufacturing environment.
6. Understanding of Labor Relations contract administration. 
7. Provides administrative services (e.g., copying, filing, etc.) as needed

 

KNOWLEDGE AND SKILLS

• Must be currently enrolled in an accredited university pursuing a Bachelor's degree in the preferred area of study: Human Resources. 
• Junior or senior level standing.
• Must be able to work at least 32 hours a week
• Must be within commuting distance to the facility location as the role has onsite requirements daily for regular working sessions and meetings.
• Proficiency in MS Office (Word, Excel, PowerPoint, and Outlook) required.
• Strong analytical and problem solving skills a must.

Preferred Qualifications:

• The ideal candidate will be a team player, be well organized, and have good communication skills.
• Self-starter and disciplined to perform work independently.
• High competence to analyze processes and implement process improvements.
• Strong commitment to providing excellent customer service
• Awareness of data analytics and trend analysis a plus.

PHYSICAL EFFORT

·       Sight: must be able to regularly read computer screen, reports, and various documents with detail and clarity to accomplish work tasks in a safe and efficient manner, including regular use of adequate close vision, distance vision, color vision, peripheral vision, and ability to adjust focus

·       Hearing: must be able to regularly hear well enough to communicate

WORKING CONDITIONS

• Physical Location: This position operates between an office and manufacturing plant environment and is often assigned to a specific shift or hours. The Employee must be able to perform job functions in an environment with varying difficult work conditions such as extreme cold, heat, inclement weather, at heights, and/or while exposed to constant/intermittent loud noises
• Teamwork: This position will work with others to ensure efficiency in the workplace
• Listening Skills: This position will need to understand how to use machinery properly and safely to prevent accidents and ensure all tasks are completed accurately
• Ability to follow instructions: Managers assign tasks and responsibilities, which vary; this position should be able to follow instructions competently
• Methodical approach: Production lines follow a set process, so this position needs a methodical approach to ensure all tasks are completed in the correct order for a smooth-running production line
• Concentration: This position may perform the same or similar tasks repeatedly, so a strong level of concentration when carrying out these tasks is important for quality control purposes. This role is often fast paced, so being able to maintain focus at all times is important

TRAVEL REQUIREMENTS

No travel required

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) Human Resources