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Strategic HR Business Partner

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As a Senior Human Resources Consultant, you will be responsible for possessing a profound comprehension of organizational objectives and proactively implementing people strategies to fulfill them. Collaborating closely with People Operations and Centers of Excellence (COEs), this role will engage with leadership (Directors and above) to provide strategic guidance and vision for their designated business unit(s), fostering a secure environment for our workforce. Utilizing data-driven insights and our Employee Value Proposition, this position will emphasize the retention and growth of our team members while also driving organizational performance. The ideal candidate will adeptly balance competing priorities, resolve issues, and collaborate with a diverse array of stakeholders across the organization.
Key Responsibilities include but are not limited to:

  • Contribute to and execute HR strategies that align with the organization's vision over a 1-2 year timeframe.
  • Design and implement initiatives to ensure optimal utilization of HR resources.
  • Influence employee behavior to uphold key safety and HR principles.
  • Detect and rectify risk-generating trends in Equal Employment Opportunity (EEO) and leverage available resources.
  • Advocate for Equity, Inclusion, and Diversity (EID) initiatives.
  • Establish employee networks that encourage feedback to be utilized in corrective measures during adverse business conditions.
  • Effectively identify behavioral patterns that may lead to employee dissatisfaction and focus on strategies to mitigate them.
  • Provide coaching to support leadership (Director - SVPs) in their development and decision-making to enhance performance productivity.
  • Collaborate closely with COE and People Operations to design an onboarding and orientation experience for new employees.
  • Work with leaders to define workforce shaping strategies with a long-term perspective and partner with COEs and People Operations for planning and execution.
  • Manage grievances and work closely with Labor Relations COE to identify and communicate potential contract violations.
  • Lead and oversee talent evaluation and development initiatives.
  • Collaborate with Workforce Analytics to ensure that the people strategy is informed by comprehensive analytics and insights.
  • Monitor the effectiveness of programs and policies against ROI targets and adjust as necessary based on employee experience and business needs.
  • Partner with HR COEs to design and implement innovative programs that prepare the workforce for future challenges while effectively addressing business requirements.
  • Support Employee Value Proposition (EVP) and talent enablement process improvements by consolidating and prioritizing opportunities and providing input for potential solutions.
  • Drive process excellence and employee engagement by analyzing industry trends, insights, and technologies.
  • Foster innovation and engage peers across HR to explore methods to sustain and enhance the organization's capabilities moving forward.
Key Requirements:
  • Education: Bachelor's degree in Human Resources, Organizational Psychology, or a related field. Equivalent work experience may be considered in lieu of higher education.
  • Experience: 5+ years of relevant experience, including management of grievances and collaboration with Labor Relations COE to identify and communicate potential contract violations. Previous HR management experience in the food production industry, with specific experience in plant HR.
  • Computer Skills: Proficient in standard computer applications with advanced knowledge of Microsoft Office Suite.
  • Communication Skills: This role requires the ability to communicate recommendations and influence a wide range of employees. Excellent written, verbal, and presentation skills are essential. The candidate must adapt their communication style for all organizational levels.
  • Special Skills: Extensive knowledge in HR strategy execution and the ability to implement at various organizational levels; capacity to drive improvement and integration of processes, technology, and personnel through workforce shaping; strong analytical skills to enhance efficiencies; and the ability to maintain a high level of confidentiality.
  • Travel Requirements: Yes, up to 25% travel may be necessary.
  • Direct Reports: Yes, this position has direct reports.
  • Variable Compensation: Participation in an Annual Incentive Program, which is 10% of annual salary based on performance.