HR Business Partner - Manager

Sandridge Crafted Foods•Medina, OH

27d

About The Position

The HR Business Partner, Senior Manager is responsible for leading and supporting the Plant leadership teams and ensuring the success of their collective efforts to proactively & strategically partner with organizational plant leaders to deploy talent/workforce strategies that drive business results and create alignment to company priorities. This role is responsible for aligning HR practices with business need, fostering a high-performance culture, and COE leading initiatives in workforce planning, employee engagement, talent development and organizational effectiveness. This role also works closely with peers, organizational leaders and HR COE’s, to implement and harmonize company HR & Talent processes and to ensure adoption across their departments.

Requirements

Bachelor’s degree in HR Management, Business Administration or related discipline required.
At least seven years of professional experience, including two years of leadership experience.
Proven ability to prioritize rapidly; strong problem-solving skills; excellent decision making/analysis skills; ability to manage multiple projects simultaneously; change management.
Must be able to analyze and make recommendations from large volumes of data.
The ability to develop strong trusting relationships in order to gain support and achieve results and to manage multiple priorities; demonstrated responsiveness to customer groups.
Flexible, self-directed, motivated and able to interact with employees at all levels.
Support and consult with managers and employees in the administration, interpretation and application of policies and procedures.
Employee Relations experience.
Excellent verbal and written communication skills.
Role requires a high level of strategic, change, and learning agility.
Experience in union and non-union manufacturing facilities including supporting contract negotiations.

Nice To Haves

HR Generalists and/or HR Specialist

Responsibilities

Ensure compliance with all relevant Federal, State and Local regulations concerning all employment related activities.
Manage actions and proceedings brought against Sandridge arising in connection with employment, benefits and workers compensation issues.
Maintain all personnel files, I-9 records, drug and alcohol screening and background investigation results, and other personnel records, and ensure Sandridge is in compliance with all laws and regulations and demonstrates “best practices” in regard to personnel information management.
Handles all employment-related inquiries, such as employment verification requests and unemployment compensation inquiries and proceedings.
Reviews EEOC/OCRC complaints and partners with Chief People Officer (CPO) on responses.
Participate in interviews and select candidates to meet staffing recruitment efforts for exempt and nonexempt team members.
Creates recruitment plan which includes demand planning, role descriptions, and partnering with HR COE’s on related areas (market evaluations, recruiting, compensation, year-end processes, etc.)
Oversees the coordination of new hire orientation programs, offering and implementing suggestions for improvements.
Develop and maintain job descriptions to comply with applicable laws.
Provide leadership with employee relations efforts and follows HR Delegation of Authority (DOA) when making employment decisions to ensure fair and consistent application.
Interprets HR policy for decision making
Serve as a company representative for all union grievances.
Communicate and maintain effective working relationships with union representatives.
Participate in all contract negotiations with the union.
Provides input on human resources programs and policies.
Participate in developing departmental goals, objectives, and systems.
Participates in employee recognition initiatives including Company picnic, holiday events, United Way drive, wellness programs, etc.
Demonstrate thorough understanding of operations strategies, competitive landscape and current, anticipated and potential future business challenges.
Collaboratively create department talent solutions from a holistic HR perspective within a relevant business context while leveraging HR processes and systems.
Engages & consults as a strategic business partner for supported departments.
Partners with department leaders to workforce & talent plan for non-exempt/non union team members.
Supports Talent Planning & Succession efforts for supported departments
Serve as a resource for HR team & operational leaders in handling employee issues and assist them in counseling employees, conducting evaluations, preparing performance improvement plans, staff training, problem solving and consensus-building.
Maintain inter and intra departmental work flow by providing meaningful and timely information to co-workers.
Collect and maintain benchmarking data, KPI’s and inform management of potential issues that may affect the goals and strategic plans of the business.