Regional People Experience Manager

All jobs at Southern Champion Tray (SCT) require Team Members to act in accordance with the shared Core Values & Operating principles of the company as they perform specific job functions. These include:

• Trustworthy – We strive for our actions to match our words in all our relationships.
• Servant – Hearted – We enable and empower our team to serve the needs of customers, Team Members, suppliers, and the community.
• Relational – We aim to build healthy relationships while fostering an environment that promotes compassion, balance, and personal and professional growth.
• Resourceful – We value strategic insourcing, first looking to create solutions internally, and then looking to apply that knowledge to future opportunities.

SUMMARY:

As a member of the People Experience Team, the Regional People Experience Manager is a strategic partner to the senior leaders of assigned business units and is responsible for ensuring alignment between the people strategy and the strategic direction of the business. As a catalyst for change, this role is responsible for collaborating with the various Centers of Excellence (COE’s) to ensure that the People team designs, develops, and delivers solutions that provide an exceptional end-to-end people experience that drives engagement and enables the business to meet the operational goals and needs of SCT customers. Responsible for leading and equipping a team of People Business Partners to influence and facilitate change that further strengthens the culture and the mission, vision, and values of SCT while driving engagement.

JOB RESPONSIBILITIES:

• Proactively partners with the General Managers/Site Managers and senior leaders within assigned region offering coaching and strategic direction in the areas of talent, performance and change including staffing needs, compensation, performance management, team member relations, talent development, succession planning and change management initiatives
• Utilizes company and industry knowledge, as well as business and HR metrics, to anticipate and interpret business trends, develop solutions, and present options to the business including the risks, rewards, and overall implications
• Partners with leaders on heightened or complex team member relation issues to facilitate the team member grievance process including resolving disputes, conducting team member investigations, and administering disciplinary action including terminations
• Key contributor in workforce planning sessions focused on aligning the people strategy with the strategic and operational goals of the business; assesses current and forecasted talent needs, identifies talent gaps, and develops action plans to meet the needs of the business as it relates to talent acquisition, compensation, retention, performance, talent development and engagement
• Advises business leaders on complex policy or regulatory matters and actively stays abreast of regulatory changes and communicates changes as necessary; oversees and supports local PBP on policy administration and enforcement ensuring consistency as it relates to organizational and regulatory compliance matters
• Utilizes metrics and data to set both achievable and stretch goals, drive decisions and influence outcomes.
• Cascades corporate initiatives, company information and team member announcements to PBP ensuring effective communication at all levels; promotes and ensures that team member communications incorporate the Team Member’s Voice and any action taken to ensure leaders are proactively closing the feedback loop
• Partners with Talent Acquisition and business unit leaders to identify, interview and select leadership or professional level roles to meet the staffing needs of the business while providing a positive and engaging candidate experience
• Responsible for exempt level leaders up to GM’s onboarding journey and touchpoints; oversees and evaluates the effectiveness of overall onboarding activities and touchpoints for assigned region; regularly monitors key metrics and team member feedback and collaborates with COE’s to initiate and develop improvements
• Promotes and participates in the delivery of org-wide Talent Development initiatives including facilitation of advanced or leadership development training sessions
• Key contributor in the annual Career Advancement Talent Review process to assess bench strength across all positions; advocates for the business focused on building the quality of talent and the skills and capabilities of the workforce
• Evaluates and assesses performance and developmental gaps using assessments prescribed by Talent Development as well as leadership feedback; offers guidance to leaders with the development of Individual Development Plans (IDP) for hi-potential team members that target gaps and increase capabilities; partners with Talent Development to help assess learning and effectiveness and ensure that development opportunities are aligned to the specific needs of the business
• Partners with leaders to identify performance gaps and opportunities to address needs by initiating Performance Improvement Plans (PIP); offers guidance to ensure that clear, measurable performance objectives are identified that address performance gaps and drive improved performance; participates in PIP discussions as needed and monitors overall progress; directly responsible for exempt level leaders to GM’s
• Oversees the performance management process for assigned region ensuring the timely completion and delivery of performance reviews; provides coaching to leaders and assists with approving reviews as necessary
• Ensures that PBP’s and business unit leaders have the tools and resources in place to proactively solicit team member feedback and capture the Team Member Voice through various channels including stay and exit interviews, focus groups, Engagement survey results, and team member collaboration software
• Continuously monitors and evaluates team member feedback data (Team Member Voice) and uses the data to advise business unit leaders regarding all aspects of Talent Management; partners with the COE’s to develop programs, solutions or tools to address opportunity areas identified through the feedback; ensures that PBP’s and business leaders are proactively responding to team member feedback and closing the feedback loop
• Coaches’ senior leaders with interpreting and analyzing Engagement Survey results or other means of team member feedback, evaluating progress and/or decline from previous years, developing areas of focus for the business unit, creating action plans, and communicating results; evaluates progression of action plans and offers coaching or support needed to help leaders achieve objectives and ultimately increase engagement
• Supports annual Open Enrollment activities ensuring PBP’s are equipped with the tools and information needed to provide a positive team member experience; partners with COE to seek opportunities to continuously improve the overall process and team member experience; assists PBP’s with ongoing education on SCT wellness offerings
• Partners with Talent Development to promote and support the mentor program and developmental objectives for their region; monitors progress of mentees development, offers coaching to mentors or mentees as needed and provides feedback to Talent Development necessary to evaluate effectiveness of offerings, make improvements necessary and improve the team member experience
• Supports People and Community lead as needed to build community-based partnerships that offer opportunities for SCT to serve the local community, provide support to our team members, strengthen the mission and vision, and build brand awareness
• Actively supports and promotes team member activities and events that help to strengthen the culture and drive engagement among team members
• Partner with COE’s to develop opportunities for team members and leaders to have access to self-service tools (HRIS, communication channels, team member portal, intranet, etc.) that drive efficiencies and improve the team member experience
• Support SCT’s legal activities (i.e. EEOC claims, unemployment claims, lawsuits, etc.) and train PBP’s and leaders as needed

QUALIFICATIONS:

Education / Certifications

• Bachelor's degree in Human Resources, Business, Psychology, OD, I/O or related field
• Masters / Advanced level degree – MBA, I/O Psychology preferred
• HR Professional Certification (SPHR, SHRM-SCP) preferred
• Green Belt Certification preferred

Experience

• Minimum 7+ years’ experience in an HR/People Operations role across multiple HR disciplines
• Minimum 5+ years’ experience as an HR/People Leader within an HRBP business model
• Demonstrated experience with strategic planning and leadership coaching
• Experience interpreting business performance and metrics to influence HR/People strategies
• Experience presenting and communicating to large groups and presenting to senior and executive leaders
• Manufacturing / production experience preferred
• Bilingual (Spanish / English) preferred

Skills & Abilities

• Strategic planning and development
• Leading teams and leadership coaching
• Drive and influence large scale change management initiatives
• Strong business and financial acumen; extensive knowledge of HR theory, practice and employment laws
• Strong analytical skills with the ability to interpret metrics to develop strategies and influence change
• Proficiency in Microsoft suite including MS Outlook, Word, PowerPoint and Teams; advanced Excel skills
• Effective communicator both verbally and written communication