HR Business Partner

External•Laurel, MD

9d•$90,000 - $120,000

About The Position

Are you looking to catapult your career by driving high-impact transformation with household brands? Do you crave an entrepreneurial, fast paced, and engaging growth assignment working with incredible people from across the globe? At Dreyer’s Grand Ice Cream, we are excited to start a new chapter of accelerated growth as part of Froneri – a global pure-play ice cream leader. Come help us transform DGIC into the #1 ice cream brand! With nearly 100 years of winning experience in the U.S, a robust portfolio of powerhouse brands that consumers know and love such as Häagen-Dazs, Drumstick, Dreyer’s & Edy’s, and the backing and coaching of European-based ice cream experts, we know we have the winning recipe. Headquartered in Walnut Creek, the Bay Area’s hub for up-and-coming food trends, our teams across our offices and factories are raising the bar on all things ice cream. We are investing in significant capital expansions to grow our Operations and Supply chain and are transforming how we work at every level to become agile, accelerate growth and elevate our quality. With a renewed focus on frozen treats, our tight-knit team of ambitious innovators are fully immersed in the business and encouraged to flex and make decisions quickly. We are committed to pursuing every great idea and delivering the best ice cream experience for our consumers, when and where they want it. Unleash your potential at Dreyer’s Grand Ice Cream and discover what a sweet career we have in store for you. The HR Business Partner will provide tactical and strategic guidance on people-related initiatives in support of Dreyer’s Corporate Headquarters. This role operates reporting to the Head of HR. Success in this role is the ability to balance strategic and tactical partnerships with department heads while providing support to employees and contributing to Company-wide initiatives in compliance, performance, talent, and engagement. What you will do in this role:

Requirements

5 - 7 years of general HR experience
Ability to exercise tact and diplomacy to resolve sensitive issues
Ability to design and execute programs effectively as needs require
Ability to build partnerships at all levels within the organization
Ability to coach, mentor and advise where appropriate to help managers and employees grow and develop in alignment with business and personal goals
Ability to influence various levels of leadership without direct authority
Top notch business acumen with the ability to deal with ambiguous and fluid situations
Use data to make informed decisions
Strong judgement and analytical skills necessary to investigate complaints, advise on performance management, identify problems, and recommend solutions
Bachelor's degree required

Nice To Haves

PHR, SPHR, SHRM-CP or SHRM-SCP preferred
Soft Skills/Characteristics
Curious
Critical thinking
High-energy
Organized
Disciplined/Accountable
Authentic/Genuine
Feels comfortable with challenging the status quo and direction of senior leaders with the ability to accept final decision after robust debate
Highly influential with the ability to be a leader among peers

Responsibilities

Lead the delivery tactical and strategic HR Operations programs related to compliance, employee engagement, performance management, and organizational effectiveness
Partner with factory HR Managers to ensure successful training and adoption of payroll, benefits, LOA and associated processes related to the HRIS (UKG & Dimensions).
Provide HR guidance and support to corporate managers and their teams.
Proactively consult with department managers to assess business performance, identify gaps, and initiate partnerships to develop HR solutions that are simple and effective to promote organizational and employee effectiveness.
Mediate and resolve employee relations issues. Additionally, conduct thorough and objective investigations, provide recommended follow up actions, and execute on any needed actions, as necessary.
Research and develop policies, guidelines, and programs to proactively support company compliance needs while also balancing the needs of the business.
Transform short- and long-term goals into HR processes, projects, and assignments – integrate and initiate the work with key department managers and functional partners to ensure appropriate solutions are delivered in support of HQ strategies.
Propose and manage special projects, initiatives or programs that drive HQ performance and/or positively impact employee experience.
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance including but not limited to federal, state and local wage and hour and Covid-19-related laws.