HR Business Partner I or II

McKee Foods Corporation•Collegedale, TN

13d•$72,500 - $103,800•Onsite

About The Position

HR Business Partner I or II Join America’s favorite family bakery since 1934—home of Little Debbie®, Drake’s® Cakes, and Sunbelt Bakery® Granola Bars. Work with legacy brands that bring smiles to faces nationwide, including yours. You’ll experience a culture committed to work-life balance, guaranteed time off, and supportive health and wellness offerings. Enjoy profit sharing, long-term job security, and a range of exciting career paths. When you join McKee Foods, you’ll discover a better way to live and work. McKee Foods Corporation is seeking a Human Resources Business Partner to join the Collegedale, TN, Manufacturing Human Resources department. Business Partnership: Builds strong relationships with the internal business unit they support and acquires a deep knowledge of the business unit, key employees and business processes. Acts as a single point of contact for all leaders and employees in the business unit. Advises on human resources-related issues and delivers value-added services to the business unit. Employee Relations: Works in conjunction with business leaders and employees to promote positive employee relations. Partners with senior HR staff and legal counsel, if necessary, to ensure appropriate governance, compliance and risk management. Workforce Planning: Works to ensure the selection of key talent, both internally and externally, for assigned business unit. Identifies talent gaps and development areas across the business unit they support to build the workforce needed to achieve company strategic goals. Performance Management: Provides day-to-day performance management guidance to business leaders (e.g. coaching, counseling, career development, corrective action, etc.). Assists business leaders in the facilitation and accomplishment of goal setting and development plans. Organizational Planning & Development: Functions as an objective consultant to business leaders with regard to organizational issues which impact people (organizational structure, managing change, promotions, job profiles, career, succession planning, etc.). Analytical Problem Solving: Anticipates, identifies, and proactively communicates human resource-related gaps and needs as it relates to the business unit. Collaboratively develops integrated business solutions to improve processes. Measures, analyzes and evaluates the effectiveness of HR programs and processes to assist business leaders. Supervision/Management: Supervises an HR Assistant and is responsible for the overall direction and coordination of HR services for the business unit they support. Other Duties: Manages projects that are assigned (e.g. HR process improvements, training and development, compensation reviews, merit recommendations, turnover analysis, etc.). Presents key findings and results from projects to stakeholders. Promotes teamwork and information sharing across departments. Assists with facilitating team meetings and training programs. Drives implementation of key HR initiatives.

Requirements

Bachelor’s degree in Human Resources or related field
2 years of full-time experience as an HR Generalist, HR Business Partner, Learning and Development professionals or related experience
Ability to lead continuous improvement initiatives (Lean principles & tools)
Knowledge and understanding of employment and labor laws
Strong computer skills (Microsoft Office Suite)
Strong collaborative and interpersonal skills
Ability to negotiate with and influence others
Excellent verbal and written communication skills
Strong analytical skills
Excellent presentation skills

Nice To Haves

Certification in HR Field (i.e. PHR, SPHR, SHRM-CP, SHRM-SCP, SWP) or ability to obtain certification within one year of employment
3-5 years of full-time experience as an HR Generalist, HR Business Partner
Advanced degree in human resources or related field
Experience developing/implementing a strategic workforce planning
Experience or training implementing a Lean culture in a manufacturing environment
Training or certification conducting investigations (employment related)

Responsibilities

Builds strong relationships with the internal business unit they support and acquires a deep knowledge of the business unit, key employees and business processes.
Acts as a single point of contact for all leaders and employees in the business unit.
Advises on human resources-related issues and delivers value-added services to the business unit.
Works in conjunction with business leaders and employees to promote positive employee relations.
Partners with senior HR staff and legal counsel, if necessary, to ensure appropriate governance, compliance and risk management.
Works to ensure the selection of key talent, both internally and externally, for assigned business unit.
Identifies talent gaps and development areas across the business unit they support to build the workforce needed to achieve company strategic goals.
Provides day-to-day performance management guidance to business leaders (e.g. coaching, counseling, career development, corrective action, etc.).
Assists business leaders in the facilitation and accomplishment of goal setting and development plans.
Functions as an objective consultant to business leaders with regard to organizational issues which impact people (organizational structure, managing change, promotions, job profiles, career, succession planning, etc.).
Anticipates, identifies, and proactively communicates human resource-related gaps and needs as it relates to the business unit.
Collaboratively develops integrated business solutions to improve processes.
Measures, analyzes and evaluates the effectiveness of HR programs and processes to assist business leaders.
Supervises an HR Assistant and is responsible for the overall direction and coordination of HR services for the business unit they support.
Manages projects that are assigned (e.g. HR process improvements, training and development, compensation reviews, merit recommendations, turnover analysis, etc.).
Presents key findings and results from projects to stakeholders.
Promotes teamwork and information sharing across departments.
Assists with facilitating team meetings and training programs.
Drives implementation of key HR initiatives.