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Manager, Regional HR

4 months ago

Orrville, United States The J. M. Smucker Company Full time
Job Description

Regional HR (Human Resources) Manager

The Regional HR Manager is responsible for management, execution, and delivery of HR services and support within a particular geographic region and/or business unit (e.g., coffee, pet, frozen handheld & spreads, and sweet baked snacks). Oversees all operations and deliverables to meet or exceed plant objectives, follow corporate and operational strategies, and integrate as appropriate with other regions and HR functions. Direct and support the work of the HR Managers and Associate HR Managers (typically, a team of 7-12), and has purview into each plant location in their specified business unit. This role manages a cadre of HR Managers, interacts with plant operations leadership, helps set HR strategy and organizational design for the designated region, deals with highly confidential information, and interacts daily with company executives outside HR.

Reports To: Vice President, Organization Excellence

Work Arrangements: Hybrid, 30% in office expectations, and travel up to 50%

In this role you will:

Regional HR Management

  • Manages a team of HR Managers across a region (at multiple sites), providing guidance/direction; acting as an escalation/approval point; review, prioritize, and balance work across sites to manage “flow to the work” for HR resources as appropriate

  • Drives strategic people and organizational direction for sites with Operations leadership and the VP, Organization Excellence

  • Support success of SQMS (Smucker Quality Management System) high performance work system programs for all plants in the region; may provide site leadership to HR Leaders performing organization capability pillar work

  • Drive enterprise HR programs and give input to COEs regarding plant operation’s needs, issues, and opportunities; also leverages COE subject matter expertise consulting and advice

  • Collaborate with Organization Business Partners regarding functional business objectives, initiatives, and people/organization strategies (e.g., succession planning, workforce planning, talent assessments)

  • Leverage specialized knowledge about the unique plant’s practices, business needs, people, and procedures to execute HR tasks. Oversees plant HR activities such as hourly recruiting, performance management, employee/labor relations, and local talent management efforts.

  • Oversee HR responsibilities, provide leadership, evaluate performance, and drive service expertise for HR in the sites for the designated region. Advises plant HR leaders and may approve specific actions (e.g., pay increases, job changes).

  • Drive functional strategy by managing HR leaders in designing programs, policies, and practices to attract, retain, and/or engage talent in alignment with the business strategy.

  • Proactively plan for projects, systems, and organizational contingencies related to operations and recommend, implement, manage, or support changes under the guidance of senior management. Assure that physical, financial, and people resources are managed effectively.

  • Assure that customers, partners, and stakeholders (e.g., COEs and other stakeholders such as Regional HR Managers and HR Business Partners) are kept up to date with appropriate, timely, and relevant communication of trends, issues, and services

  • Handle escalated and/or sensitive requests and issues from Plant HR leaders. Escalate particularly specialized, difficult, or sensitive matters to the VP, Organization Excellence and/or appropriate “Center of Excellence” resource and assure that cases are updated and maintained accordingly

Staff Management & Development

  • Lead team performance and measure results to improve effectiveness and efficiency. Encourage continuous learning and work with the director to identify gaps and solutions. Assure support of strategic business & operational direction and seek to drive continuous customer service improvements

  • Develop, coach, and mentor staff to build a high-performance team. Set goals and facilitate growth and development to meet individualized employee career goals, motivational needs, and organizational opportunities

  • Support organizational direction and culture. Effectively manage employee performance using established company tools/methodology. Authorize personnel decisions (e.g., compensation, recognition, transfer, promotion) with approval of the VP, Organization Excellence. Assure that company policies and practices are followed and set an example for team members

The Right Place for You

We are bold, kind, strive to do the right thing, we play to win, and we believe in a strong community that thrives together. Our culture is rooted in our Basic Beliefs, and we believe in supporting every employee by meeting their physical, emotional, and financial needs.

What we are looking for:

Minimum Requirements:

  • Bachelor’s degree; Human Resources, Business, Management, Organization Development, or related field preferred

  • 10+ years of progressive leadership experience in management positions, with at least 5 of that in Human Resources (or related functions)

  • Experience working at a manufacturing site

  • Experience with labor unions

  • Minimum of 5 years of people management experience

  • Demonstrated track record leading initiatives and managing multiple projects simultaneously through successful delivery & implementation while under time, budget, and stakeholder pressure

  • Deep knowledge of OD concepts and models such as HR lifecycle process development, employee engagement monitoring tools, team effectiveness, change management, organizational design, and leadership development

  • Excellent analytical and critical thinking skills leading to effective problem resolution, but also understands importance of intuition and instinct in the decision-making process

  • Ability to work seamlessly across cultures and build relationships in an evolving and fast-growing organization

  • Strong coaching, conflict resolution, relationship and team building skills; demonstrated ability to objectively coach employees and management through complex, difficult, and emotional issues

  • Ability to bring immediate credibility to the human resources function through professional qualifications and leadership skills and project the highest levels of confidentiality and integrity

Preferred skills and experience that we think would make someone successful in this role:

  • MBA/MS/MA

  • SPHR or SHRM-SP Active affiliation with appropriate human resources networks, organizations, and ongoing community involvement

  • Experience in consumer products

  • Experience leveraging enabling technologies (e.g., Workday, Microsoft suite, etc.)

  • Working knowledge of all related local and federal laws and regulations

Learn More About Working at Smucker

  • Our Total Rewards Benefits Program

  • Our Thriving Together Philosophy Supporting All Impacted by Our Business

  • Our Continued Progress on Inclusion, Diversity and Equity

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