Human Resources Business Partner

Found in: Talent US C2 - 3 weeks ago

Stoughton, United States B&G Foods Full time

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The Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, organizational design & effectiveness, performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives. 

This role must be able to proactively manage a broad scope of initiatives & interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage organization-wide, people-related change initiatives. 

Responsibilities:

Employee Relations and Engagement

Serve as the “change agent” and champion for corporate initiatives, programs, policies and benefits, ensuring effective communication and implementation at the site. Demonstrates and balances company and employee advocacy in working with leaders to address/mediate issues or capture opportunities Utilizes employee relations issues to diagnose and solve underlying HR issues throughout facility and develops and implements strategies to address these root causes Assists leadership team in disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary May develop appropriate Affirmative Action and other compliance plans

Organization Development & Effectiveness

Continually scans the organization for opportunities to enhance capabilities and productivity, and acts as “hands-on consultant” to management in addressing opportunities for improvement Assists leaders in identifying and defining resourcing requirements Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to make fact-based organization and people decisions

Talent Acquisition

Partners with leadership to confirm organization needs, job requirements, and reviews and approves internal/external job postings Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal/external recruiting resources/agencies as needed Assists in onboarding key talent to ensure new hires become productive quickly

Performance Management & Talent Development

Provides input and implements core processes to improve employee performance and build organization capabilities Coaches people-managers at various levels to be effective leaders and team members Ensures appropriate succession plans are in place for key positions and talent May develop and/or deliver leadership or employee training

Policy Development, Interpretation, & Administration

Develops and/or reviews human resources policies to address business needs and keep up with external trends Assures accurate policies and appropriately consistent interpretation across departments and locations

Total Rewards

Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to managers & governance as required Provides consultation to leadership team and assists in administering the compensation and benefits changes associated with personnel transactions including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence; ensures compliance with current practices

Labor Relations

Acts as the company representative for the associated Union Provides the manufacturing facility with interpretation of labor agreement contract language Develops and maintains good working relationships (informal and formal) with the recognized union and serve as the lead on negotiations Manages and coordinates the grievance process

Experience, Skills, Education:

Bachelor’s Degree required, Master’s Degree preferred Minimum of 7 years’ relevant experience in Human Resources or related field Manufacturing experience, preferably food, is required Must be able establish credible, “consultancy-based” relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions Ability to effectively connect with employees at all levels and across functions accurately reading different cultures/work styles and adapting his/her approach to maximize impact  Excellent oral and written communication skills are essential Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions Detailed knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information Excellent organizational and project management skills Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems Agility to anticipate changing business needs, adapt accordingly, and demonstrate flexibility to effectively coordinate multiple priorities Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities Excellent judge of talent and character Proactively identifies, initiates, and drives necessary business-change within or across functions Ability to balance the need to think strategically and act with urgency to “get things done” Resourceful Recognizes different organization cultures and the need to “seek first to understand” before making changes

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