Jobs at Wallenius Wilhelmsen (Now Hiring) — 43 open

Overview:

Supervise and coordinate Human Resources management processes based on company policies, procedures and values to promote employee integration and job satisfaction.

Job Description

Recruitment:

• Review the contents of new employee files to verify compliance with the personnel file management policy.
• Review technical, medical, and psychometric evaluations to ensure the best candidate for the position is selected.

Hiring and Onboarding:

• Ensure the registration of new employees with the Mexican Social Security Institute (IMSS) and in the company's Human Resources systems (Workday and IDSE Cloud), guaranteeing the accuracy of the information submitted.
• Ensure that the probationary period for new employees is conducted on time and correctly, and that the direct supervisor provides the employee with appropriate feedback.
• Ensure that all new employees participate in the employee onboarding process according to company policy to ensure a smooth integration into the organization.
• Share information with new administrative staff regarding the use of the major medical expense insurance policy so they can use it correctly if needed.

Labor Relations:

• Advise all managers, supervisors, and team leaders regarding disciplinary actions, sanctions, leave authorizations, and vacations to ensure proper management of their staff.
• Support other departments such as IT, Operations, Finance, and Sales during the termination process. Termination must be reported by the direct supervisor, and the local HR team will be present to ensure the process is carried out correctly and to provide the employee with all necessary information regarding their severance pay.
• During the termination process for personnel from other departments such as IT, Operations, Finance, and Sales, the immediate supervisor must make the final decision regarding the employee's termination.
• The HR Supervisor's role is to provide support and advice, not to make the decision.
• Request the final settlement calculations from the payroll department for employees whose employment with the company is ending, in order to issue the corresponding check/transfer.
• Inform the Labor Relations Manager and the Regional HR Manager by phone and email when the following events occur at your site: employee termination requests, summonses to the conciliation and arbitration center, and labor lawsuits.
• Ensure timely and appropriate attention is given.
• Conduct communication and/or training on the Internal Work Regulations, Code of Conduct, and Employee Handbook to ensure understanding by all site personnel. This will be done through in-person training campaigns scheduled in the annual activity calendar (February and July).
• Participate in personnel investigations that affect the work environment and climate, always with the prior authorization of the Regional HR Manager and the Labor Relations Manager.
• Process employee terminations in the WD system in a timely manner, ensuring accurate data and adding comments in the notes field.

Personnel Administration:

• Coordinate daily yard visits to address the needs and questions of site personnel, such as those related to uniforms, transportation, the cafeteria, payroll, etc., and ensure that these needs are documented in the logbook.
• Ensure that communication boards and screens at the assigned site are updated according to the guidelines defined by the Organizational Development Manager and the Regional HR Manager.
• Review personnel transportation travel reports against the corresponding purchase order for invoice authorization.
• Verify that medical service coverage is available during all shifts to provide care to personnel if needed, and verify the purchase order against the services provided at the corresponding site for invoice authorization.
• Review personnel cafeteria subsidy consumption against the corresponding purchase order for invoice authorization at the applicable site.
• Inform the Regional Human Resources Manager by phone and email of any internal or external audits at the assigned site.
• Keep the information in the HR systems (Workday) up-to-date and accurate.
• Request and distribute uniforms to the staff at the assigned site, in accordance with the uniform request and distribution policy (February and September).
• Send the SGMM provider, with a copy to the Regional HR Manager responsible for administration, all new hires, terminations, and/or modifications for all administrative staff at the assigned site, in a timely manner.
• The delivery of the major medical expense insurance certificate and credentials to administrative staff annually, during the month of January.
• Conduct monthly follow-up with operations supervisors to ensure they report any changes in job classifications for their staff, complying with the job classification change policy.
• Organize and execute motivational events with the support of the HR generalist at the assigned site (such as Father's Day, Ocean's Day, year-end party, etc.).
• Provide guidance and follow-up to beneficiaries, brokers, HR management, payroll management, and labor relations management regarding claims for life insurance benefits and the corresponding procedures for terminations with the Mexican Social Security Institute (IMSS) and final settlements for eligible staff at the assigned site (deaths, partial and total permanent disabilities).

Training:

• Implement the site's annual Human Resources training plan.
• Comply with legal obligations regarding training (STPS).

Payroll:

• Review and report any extraordinary payroll incidents to the payroll department in the Kronos system for your assigned site, according to the weekly and bi-weekly payroll schedule. (e.g., cafeteria, authorized bonuses for compensation, Infonavit and Fonacot deductions, prorations, corrections, disability and/or work-related injury documentation, savings fund loans, etc.) to ensure their correct application to each employee's payroll.
• Randomly review the authorization of all payroll incidents by the operations supervisor to ensure accurate payment.

Job Requirements

• Education: Bachelor's degree in Business Administration, Industrial Relations, Organizational Psychology (or related field).
• Skills: Personnel administration, recruitment and selection processes, payroll processing, labor relations, training processes, Federal Labor Law, PC and Microsoft Office proficiency.
• Experience: 3 years as a Human Resources Coordinator or Manager, performing personnel administration functions, payroll processing, mass recruitment, labor dispute resolution, direct employee interaction, personnel management, KPI reporting, handling private and government audits, and union collaboration.
• Required language: Intermediate/Advanced English
• Availability to travel: Yes, only if support is required at another site (40%)