Regional HR Manager
3 weeks ago
Summary The Regional HR Manager will manage the HR Managers and Generalists throughout the region, ensure implementation of HR programs to ensure consistency in operations across all Daybreak Foods locations. Areas of focus include workforce planning, recruitment, training, affirmative action, HRIS implementation, managing the FMLA process, vendor management, employee engagement, etc. In addition, this role will also conduct internal audits and investigations and be a coach and resource to the site HR team. Spanish/English bilingual preferred. This position will be remote with travel to regional farms and meetings. This position will report to the Director of Human Resources as a part of the HR leadership team. Key Responsibilities Leadership/Business Partnership: Plan, develop, organize, implement, direct, support, and evaluate the organization’s employee relations program that consists of equitable human resource policies and practices. The incumbent will translate the strategic and tactical business plans into HR strategic and operational plans. Provides technical advice and knowledge to other leaders with regards to human relations. Provides oversight of continuous improvement and report on impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, inspiration, engagement, development, and retention of the human capital resources of the organization. Provide risk management mitigation with oversight of employment programs to protect the company’s financial interest. Utilize risk management skills to reduce company’s exposure to loss, including litigation activity. The incumbent will ensure these programs are in compliance with local and Federal standards, as well as in line with corporate initiatives. Participates in strategic planning to ensure that human resources issues are effectively considered in the development of the organization and provides functional expertise to the rest of the organization Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience The position requires a Bachelor’s degree and 8+ years of progressive experience in a Human Resources environment, preferably in a manufacturing environment. PHR/SPHR certification is desired. Knowledge, Skills and Abilities Effective oral and written communications and presentation skills Ability to speak, read and write Spanish preferred Knowledge of HR laws and pending legislation The ability to make procedural decisions and judgments on sensitive, confidential issues Works effectively in a team environment The ability to gather and analyze statistical data and generate reports and to plan Ability to set and implement site-level HR strategy Operational knowledge of payroll policies, regulations and procedures and a working knowledge of the benefit plans, insurance and retirement policies, regulations and procedures PC skills to include: MS Office software, such as Excel and Word, and other internal management and Human Resources systems is necessary. Physical Demands Sit, use keyboard, use fine manipulation with hands and fingers. Lift up to 10 pounds. Work Environment Clean, temperature-controlled environment. Noise level is low. No personal protective equipment needed. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c) #J-18808-Ljbffr
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