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The Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, organizational design & effectiveness, performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives.
This role must be able to proactively manage a broad scope of initiatives & interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage organization-wide, people-related change initiatives.
Responsibilities:
Employee Relations and Engagement
Serve as the “change agent” and champion for corporate initiatives, programs, policies and benefits, ensuring effective communication and implementation at the site.
Demonstrates and balances company and employee advocacy in working with leaders to address/mediate issues or capture opportunities
Utilizes employee relations issues to diagnose and solve underlying HR issues throughout facility and develops and implements strategies to address these root causes
Assists leadership team in disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary
May develop appropriate Affirmative Action and other compliance plans
Organization Development & Effectiveness
Continually scans the organization for opportunities to enhance capabilities and productivity, and acts as “hands-on consultant” to management in addressing opportunities for improvement
Assists leaders in identifying and defining resourcing requirements
Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to make fact-based organization and people decisions
Talent Acquisition
Partners with leadership to confirm organization needs, job requirements, and reviews and approves internal/external job postings
Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal/external recruiting resources/agencies as needed
Assists in onboarding key talent to ensure new hires become productive quickly
Performance Management & Talent Development
Provides input and implements core processes to improve employee performance and build organization capabilities
Coaches people-managers at various levels to be effective leaders and team members
Ensures appropriate succession plans are in place for key positions and talent
May develop and/or deliver leadership or employee training
Develops and/or reviews human resources policies to address business needs and keep up with external trends
Assures accurate policies and appropriately consistent interpretation across departments and locations
Total Rewards
Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to managers & governance as required
Provides consultation to leadership team and assists in administering the compensation and benefits changes associated with personnel transactions including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence; ensures compliance with current practices
Labor Relations
Acts as the company representative for the associated Union
Provides the manufacturing facility with interpretation of labor agreement contract language
Develops and maintains good working relationships (informal and formal) with the recognized union and serve as the lead on negotiations
Minimum of 7 years’ relevant experience in Human Resources or related field
Manufacturing experience, preferably food, is required
Must be able establish credible, “consultancy-based” relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions
Ability to effectively connect with employees at all levels and across functions accurately reading different cultures/work styles and adapting his/her approach to maximize impact
Excellent oral and written communication skills are essential
Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions
Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information
Excellent organizational and project management skills
Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems
Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate multiple priorities
Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness
Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities
Excellent judge of talent and character
Proactively identifies, initiates, and drives necessary business-change within or across functions
Ability to balance the need to think strategically and act with urgency to “get things done”
Resourceful
Recognizes different organization cultures and the need to “seek first to understand” before making changes
Equal Employment Opportunity:B&G Foods is an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you’d like more information about your EEO rights as an applicant under the law, please see www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf.
