Complex Human Resources Mgr

Benefits

Additional Information

PRIMARY FUNCTION : The Human Resource Manager serves as an integral member of the leadership team supporting the complex (two-line processing plant, and/ or feed mill and hatchery). This role provides strategic expertise in the development of human capital related complex policies and programs and works with complex leadership to standardize, implement and drive related processes. This role contributes a high level of human resource knowledge and is accountable for the management of the overall provision of Human Resources services through oversight of the day-to-day Human Resource operations to ensure compliance with company, regulatory and Federal, State and local legal requirements. RESPONSIBILITIES AND TASKS : - Lead the development and implementation of complex human capital policies and programs, providing guidance to complex leadership in support of Company goals and objectives to ensure compliance with company guidelines and all legal requirements - Provide direction to the HR team to ensure HR initiatives (i.e. staffing, regulatory processes, employee relations, organization development, etc.) are implemented and maintained in support of company objectives - Build relationships and trust with leaders to effectively influence business decisions; consult and counsel leaders on staffing, compensation, training, performance management, manager capability, and compliance - Provide human resources-related training addressing areas such as performance counseling and employee relations issues - Successfully mitigate risk for the business through collaboration with Corporate Human Resources, Legal and Compliance experts on identified issues - Lead or participate in functional/business engagement, diversity, talent management, training, and change management programs, partnering with internal departments to implement and sustain Company driven initiatives - Collaborate with Corporate Benefits, Compensation, Talent Acquisition and Learning & Development when working on the development and implementation of strategies and programs to attract, develop, reward and retain exceptional talent - Drive recruitment, selection, and succession planning strategies for internal customers, partnering with local and Corporate recruitment professionals to establish initiatives as it relates to acquiring talent, pipelining talent for future growth and maintaining appropriate staffing levels; develop and execute plans to retain and grow top-talent - Gather and analyze data and trends to determine key organizational needs and facilitate decision making with unique, proactive solutions that solve these needs - Mentor, coach and train/ cross-train employees encouraging career development; provide consistent feedback concerning strengths and areas in need of improvement - Identify and communicate opportunities for process improvement to streamline processes and improve efficiency - Understand and ensure compliance with union negotiated agreements and research employee complaints and grievances if applicable, taking appropriate action for resolution as required - Perform additional relevant duties as assigned SUPERVISOR RESPONSIBILITIES : S upervise a team of exempt and/ or non-exempt administrative personnel This role is a Leader of People role with required competencies: Sizing up People, Delegation, Planning, Customer Focus and Conflict Management. EDUCATION and CERTIFICATIONS : - Bachelors' degree in Business, Human Resources or other related field from an accredited institution o Combination of education and experience may substitute for degree - PHR/SPHR/SHRM-CP preferred EXPERIENCE AND SKILLS : - Minimum five (5) years' progressive human resources experience; minimum one (1) year experience in a manufacturing or similar environment preferred - Demonstrated leadership experience including knowledge of timekeeping requirements, policy adherence, conflict resolution and the ability to resolve issues efficiently and effectively - Demonstrated and successful track record of delivering impactful HR programs and initiatives directly tied to strategic business goals - Working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, talent development and employment law - Ability to collaborate with and leverage resources while also enthusiastically taking a hands-on role in supporting the business - Ability to effectively communicate, both verbal and written, with internal and external customers in a timely and professional manner; ability to communicate in multiple languages preferred - Strong attention to detail and organizational skills with the ability to prioritize - Ability to work effectively with others, possessing tact and discretion and a demonstrated high level of confidentiality in all matters - Strong analytical and problem solving skills; ability to diagnose the systemic issues and look at holistic solutions - Must have