HR Business Partner

Keurig Dr Pepper•, NY

97d•$62,500 - $95,000•Hybrid

About The Position

Keurig Dr Pepper is seeking a dynamic HR Business Partner to join their growing team. This role involves coaching and mentoring leaders, creating and implementing people strategies, and playing a key leadership role in diversity & inclusion efforts. The position requires collaboration with business partners and Centers of Excellence to drive business solutions. Ideal candidates are passionate, courageous HR leaders with agility, consulting and influencing skills, a team-first and entrepreneurial spirit, business insight, analytical capability, and a commitment to supporting employee needs. The role is based out of Maspeth, NY, with travel to Elmsford and Melville, NY facilities. The work model is four days onsite and one day remote. The HR Business Partner will work with managers and employees to address issues, interpret and enforce company policies, provide coaching on leadership and employee/labor relations, help define talent needs, counsel employees, and guide managers in implementing HR programs. They will also act as a change agent for organizational growth and development.

Requirements

Bachelor’s Degree in Human Resources, related field or professional experience equivalent.
A minimum of 4-6 years of progressive experience in HR roles within fast-paced and matrix organizations.
Experience with collective bargaining, negotiations, and consultations with labor unions.
Advanced skills using Microsoft Office Suite (Work, Excel, PowerPoint, Outlook, Teams).
Proven ability to understand business goals and then design & implement new approaches, policies and procedures to affect continual improvements in business objectives, productivity and development of the HR function within the company.
Proven bias for action as evidenced through proactive, innovative and value-creating solution implementation.
Proven ability to navigate ambiguity within a complex, dynamic and rapidly changing business environment.
Proven ability to seamlessly transition between strategic thinking and tactical execution.
Proven ability to prioritize the most impactful work amidst multiple competing priorities.
Success in creating & driving effective and positive employee and labor relations for large populations of hourly employees in a distribution and / or manufacturing environment.
Success in leading and managing projects, some of which may be large-scale, cross-functional, and require strong stakeholder management and alignment.

Responsibilities

Coach and develop business partners in the areas of performance management and talent development.
Assist with the development and facilitation of various training initiatives based on business needs and corporate goals.
Manage daily employee and labor relations and perform initial investigations of employee complaints and alleged policy violations, escalating where necessary.
Partner with HR Compliance Team to implement and monitor HR compliance with KDP policy, HR systems, and applicable federal/state law (including but not limited to 1-9s, personnel files, Worker’s Compensation, EEO, ADA, FMLA) and collective bargaining agreements.
Partner with the Talent Acquisition team to track and report on open positions and help manage the position requisition process for internal transfers to ensure accuracy of postings and facilitate internal movement.
Research and respond to initial unemployment requests for data as well as scheduling and notifying participants of upcoming hearings.
Apply analytical skills to collect and synthesize data, tell the story and formulate recommendations based on data trends and insights.
Develop basic communication materials (e.g., PowerPoint presentations, termination letters, and other employment-related correspondence).
Travel required.