s a Senior HR Partner you will be accountable for having a deep understanding of business priorities and proactively enacting people strategies to achieve them. In close partnership with People Operations and the COEs, this position will partner with leadership (Directors and above) on providing strategic influence and vision to their assigned business unit(s) and creating a safe environment for our team. Leveraging evidence-based insights and our Employee Value Proposition, this position will focus on the retention and development of our team members while also driving business results. The ideal candidate can balance competing priorities, problem-solve, and work with a diverse body of stakeholders across a company. Responsibilities includes but not limited to:
- Provide input and implement HR strategy to drive the organization's vision over 1-2 year horizon
- Develop and implement plans and programs to ensure the most effective utilization of HR
- Influence team member behavior to promote key safety and HR principles
- Identify and correct risk generating patterns in EEO and using available resources
- Champion EID initiatives.
- Build team member networks that promote feedback to be used in corrective scenarios where adverse business conditions exist
- Effectively identify patterns of behavior which may lead to team member dissatisfaction and focus on strategy to eliminate
- Provide coaching to support leadership (Director - SVPs) development and decision making to drive performance productivity
- Partner closely with COE and People Operations on the design of onboarding and orientation experience for new team members
- Work with leaders to determine workforce shaping strategy with a focus on the long-term future and partner with COEs and People Operations for planning and execution
- Management of grievances and partner closely with Labor Relations COE to identify and communicate potential violations of contract/CBAs
- Lead and oversee the evaluation of talent and the development
- Collaborates with Workforce Analytics to ensure the people strategy and approach is driven by deep analytics and insights
- Monitor success of program and policies against ROI targets and adjust as team member experience and business requirements dictate
- Collaborate with HR COEs to design and implement programs that are innovative and keep the workforce ready for the future while successfully addressing business needs
- Support EVP and talent enablement process improvements by consolidating and prioritizing opportunities and providing input to potential solutions
- Drive process excellence and worker engagement by analyzing industry trends, insights, and technologies
- Drive innovation and engage peers across HR to explore ways to sustain and enhance the organization's capability in the future.
KEY REQUIREMENTS:
- Education: Bachelor's degree in Human Resources, Organizational Psychology, or related field. Equivalent work experience to be considered in lieu of higher education.
- Experience: 5+ years relevant work experience. Management of grievances and partner closely with Labor Relations COE to identify and communicate potential violations of contract/CBAs. Previous industry HR Management experience. Specific experience in food production, previous plant HR experience.
- Computer Skills: Standard computer skills with advanced knowledge of Microsoft Office Suite.
- Communication Skills: This position is expected to communicate recommendations and influence across a broad range of team members. Excellent written, verbal, and presentation skills required. Team member must be able to adapt their communication style for all levels within the organization.
- Special Skills: Significant knowledge in HR strategy execution and ability to implement at various levels of the organization; Ability to drive improvement and integration of processes, technology, and people through workforce shaping; Strong analytical skills to drive efficiencies; Maintaining a high level of confidentiality.
- Is Travel Required: Yes, up to 25% travel.
- This position has direct reports: Yes
- Is there additional variable compensation: Annual Incentive Program - 10% of annual salary based on performance.