HR Business Partner I or II

McKee Foods Corporation•Stuarts Draft, VA

17d•$75,400 - $108,000•Onsite

About The Position

McKee Foods is seeking an experienced HR Business Partner (HRBP) to join our team in Stuarts Draft, VA. In this role, the HRBP will cultivate strong relationships with the Manufacturing Support Services and Transportation business units, gaining an in-depth understanding of their unique employee dynamics and operational processes. The successful candidate will serve as a trusted advisor to leaders and employees within these units, providing guidance on employment matters and delivering strategic HR support that aligns with business objectives. Business Partnership: Establish and maintain strong relationships with internal business units, developing a comprehensive understanding of business operations, key employees, and processes. Serve as the primary HR contact for leaders and employees within the business unit, offering guidance on HR-related issues and delivering strategic, value-added services to support business goals. Employee Relations: Collaborate with business leaders and employees to foster a positive work environment. Partner with senior HR staff and legal counsel, as necessary, to ensure adherence to governance, compliance, and risk management standards. Workforce Planning: Facilitate the selection and acquisition of top talent, both internally and externally, to meet the needs of the business unit. Identify talent gaps and developmental opportunities to build a workforce that supports the company's strategic objectives. Performance Management: Provide day-to-day guidance to business leaders on performance management, including coaching, counseling, career development, and corrective actions. Support leaders in goal setting and the development of performance improvement plans. Organizational Planning & Development: Act as an objective consultant to business leaders on organizational issues impacting personnel, including organizational structure, change management, promotions, job profiles, career paths, and succession planning. Analytical Problem Solving: Proactively identify and communicate HR-related challenges and opportunities within the business unit. Collaborate with stakeholders to develop integrated business solutions that enhance processes. Assess and evaluate the effectiveness of HR programs and initiatives to support continuous improvement. Project Management & Additional Responsibilities: Lead and manage assigned projects, such as HR process improvements, compensation reviews, merit recommendations, and turnover analysis. Present project findings and results to stakeholders. Promote teamwork and information sharing across departments. Support the facilitation of team meetings and training programs. Drive the implementation of key HR initiatives. This role requires a proactive and strategic thinker with strong interpersonal and problem-solving skills, dedicated to supporting the business unit’s growth and success.

Requirements

Bachelor’s degree in Human Resources, Business, Industrial/Organizational Psychology, or a related field (two years of relevant experience may be substituted for one year of education).
Minimum of 3 years of direct HR Generalist/HR Business Partner experience; relevant supervisory experience with a strong emphasis on employee relations, investigations, performance management, and talent acquisition may also be considered
In-depth knowledge of employment and labor laws, with the ability to apply this knowledge in a practical, business-focused manner.
Proficient in leading and facilitating HR-related training sessions
Strong computer skills, including proficiency in the Microsoft Office Suite (Word, Excel, PowerPoint, Outlook)
Excellent interpersonal skills with the ability to build and maintain effective working relationships at all levels of the organization.
Strong verbal and written communication skills, capable of conveying complex information clearly and concisely
Demonstrated ability to work collaboratively in a team-oriented environment, while also being self-motivated and able to work independently

Nice To Haves

HR certification (e.g. aPHR, PHR, SPHR, SHRM-CP, SHRM-SCP, SWP) or ability to obtain certification within 12-18 months of employment
5+ years of dedicated HR experience in an HR Generalist or HR Business Partner role
Master’s degree in Human Resources, Industrial/Organizational Psychology, or a related field
Hands-on experience with HRIS platforms (e.g. Workday); experience or familiarity with Google Workspace (Docs, Sheets, Slides, Gmail) or a willingness to adapt to cloud-based collaboration tools
Understanding of strategic workforce planning
Experience participating in or leading continuous improvement initiatives
Bilingual in English and Spanish

Responsibilities

Establish and maintain strong relationships with internal business units, developing a comprehensive understanding of business operations, key employees, and processes.
Serve as the primary HR contact for leaders and employees within the business unit, offering guidance on HR-related issues and delivering strategic, value-added services to support business goals.
Collaborate with business leaders and employees to foster a positive work environment.
Partner with senior HR staff and legal counsel, as necessary, to ensure adherence to governance, compliance, and risk management standards.
Facilitate the selection and acquisition of top talent, both internally and externally, to meet the needs of the business unit.
Identify talent gaps and developmental opportunities to build a workforce that supports the company's strategic objectives.
Provide day-to-day guidance to business leaders on performance management, including coaching, counseling, career development, and corrective actions.
Support leaders in goal setting and the development of performance improvement plans.
Act as an objective consultant to business leaders on organizational issues impacting personnel, including organizational structure, change management, promotions, job profiles, career paths, and succession planning.
Proactively identify and communicate HR-related challenges and opportunities within the business unit.
Collaborate with stakeholders to develop integrated business solutions that enhance processes.
Assess and evaluate the effectiveness of HR programs and initiatives to support continuous improvement.
Lead and manage assigned projects, such as HR process improvements, compensation reviews, merit recommendations, and turnover analysis.
Present project findings and results to stakeholders.
Promote teamwork and information sharing across departments.
Support the facilitation of team meetings and training programs.
Drive the implementation of key HR initiatives.