HR Business Partner

Smithfield Foods•Peru, IN

About The Position

The position summary states the general nature and purpose of the job. Overall accountabilities are defined in this section. The Human Resources team is searching for ambitious HR professionals to discover, hire, and retain great talent. These leaders are the conduit for positive employee relations, performance management, and focal point for benefits/compensation. The Human Resources Business Partner (HRBP) manages, directs, and coordinates our Human Resources policies and programs including labor relations, wage & salary administration, orientation & training, safety & health, benefits & employee services, compliance, and more! The HRBP also manages the recruitment, development & retention of employees, and has knowledge of EEO laws and general human resources concepts. And lastly, but just as importantly, the HRBP is a key stakeholder embedded in the leadership team to identify key opportunities, troubleshoot barriers to success, and resolve business issues to drive goals across the organization.

Requirements

Bachelor’s Degree from an accredited four-year college or university in Human Resources, Business Administration or related Field and 5+ years’ relevant experience, or equivalent combination of education and experience, required.
2+ years of demonstrated experience in team management/development or project leadership is required
General knowledge of employment laws and practices.
Knowledge of Human Resource systems; Internet software; Microsoft Office Suite, including Excel, Word and PowerPoint; Payroll Database software.
Possesses specialized knowledge of HR systems, processes and procedures, including administration of benefits, compensation and other programs.
Ability to speak effectively before groups of customer or employees of organization.
Must be able to maintain a high level of confidentiality.
Strong reasoning and math skills.
Must be able to travel 5-10% of the time.
Ability to work well with others in fast paced, dynamic environment.
Ability to be respectful, approachable and team oriented while building strong working relationships and a positive work environment.
Capable of sitting for extended periods of time.
Must be able to lift up to 15 pounds at times.
Frequently required to sit; stand; walk; reach with hands and arms.
Specific vision abilities required include close vision, distance vision, peripheral vision and depth perception.
Able to travel as needed.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Nice To Haves

Prior experience in a manufacturing environment, preferred.
Bi-lingual skills: speak, read, write, address groups and individuals, conduct investigations, counseling, training, mentoring, using language other than English (as applicable to the business unit), preferred.

Responsibilities

Implements and oversees on-going Human Resources programs, policies, and procedures to foster development in your location’s overall management, supervisory engagement, and employee relations.
An employee advocate working to improve the relationship between employees and management, a champion of the Smithfield culture and ensures alignment to the Smithfield Way.
Supervises Human Resource staff directly or through supervisors.
Plans, assigns and reviews assignments; coaches and mentors staff; evaluates job performance, and approves or recommends actions.
Partners with the business to identify current and future skills needed to effectively run the business and leads succession planning to drive the talent plan for the business.
Drives regular communication and collaboration with employees and leadership.
Drives successful administrative, management, and hourly production employee retention.
Uses knowledge, experience, and continuous assessment of facility dynamics to determine the training and educational needs and deploys proactive solutions.
Owns the compliant execution of the location's Affirmation Action plan to achieve AAP goals during entire employment process for all employees at the facility (recruitment, promotions, transition processes).
The HRBP is the primary decisionmaker for situations involving policy or contract interpretation.
Develops and implements innovative solutions to employee and/or labor relations issues to mitigate any legal or compliance-related risks.
Maintains a positive labor/employee relations environment by counseling managers and employees on human resource policies and rules, identifying and resolving problems or recommending courses of action and having a presence in our manufacturing work environments.
Performs data analysis and prepares statistical reports, narrative reports and communications for use in identifying business opportunities and formulating goals and objectives based upon results and trends identified.
Has the ability to utilize data to construct a sound business case and can influence through others to champion the change.