Human Resources Business Partner

B&G Foods•Stoughton, WI

10d

About The Position

Ready to be part of something special? Join our Family! The Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition and selection, HR policy interpretation and recommendations, employee relations, compensation management, performance management, Union contract management (if applicable) and talent development, and other duties to ensure maximum effectiveness of the Human Resources function in support of HR and the specific business objectives of the manufacturing facility to which they are assigned. This role is a key member of the plant's leadership team and a trusted partner to the Plant manager of the facility for an employee base of less than 100 employees. In addition, this role may participate in enterprise or HR functional initiatives to provide input and support the execution of the program. Essential Duties: Scan the organization for opportunities to enhance capabilities and productivity, and act as a “hands-on consultant” to management in addressing opportunities for improvement. Track, analyze, and utilize appropriate workforce data from HRIS and other sources to make fact-based organizational and people decisions. Determine and recommend employee relations practices necessary to establish a positive work environment and promote a sense of fairness and consistency. Offer guidance and assistance to plant personnel in dealing with day-to-day employee relations issues. Provide accurate and consistent policy interpretation and administration. Act as the company representative for the associated Union, manage and coordinate the grievance process, and interpret the labor contract Partner with the organization and the manufacturing facility’s leadership to confirm labor needs and to ensure optimal organizational structure within the facility, confirm organization needs, job requirements, and review and approve internal/external job postings. Identify candidates for job requirements. Ensure the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions, and partner with external/internal recruiting resources/agencies as needed. Recruits for all exempt, non-exempt, and hourly positions in the facility. Manage the performance management process and developmental needs of staff. Develops, conducts, and/or coordinates training programs that address these developmental needs. Participate and champion safety within the facility, including being a member of the Plant Safety Committee. Maintain the OSHA Recordkeeping process. Oversee and manage all workers’ compensation claims within the facility. Implement and manage core human resources policies and procedures of the facility as well as corporate policies and procedures. Assure consistent interpretation of policies and procedures across departmental lines within the manufacturing facility. Foster a climate of individual growth for all employees through coaching and training. Be the cornerstone for implementing management training programs to facilitate the development and growth of the plant management team. Provides consultation to client groups and assists in administering the compensation and benefits changes associated with personnel transactions.

Requirements

Must have an associate's degree, and a bachelor's degree in Human Resources is preferred.
At least 5 years of experience.
Must be able to establish credible, “consultancy-based” relationships with senior leadership, demonstrating solid business acumen to provide value-added HR solutions.
Ability to effectively connect with employees at all levels and across functions, accurately reading different cultures/work styles and adapting his/her approach to maximize impact.
Excellent oral and written communication skills are essential.
Strong working knowledge of appropriate legislation and external best practices of employment, compensation & benefits, and other related human resources functions.
Ability to develop and present compelling people-related business cases and recommendations
Ability to integrate data from interviews, reports, and other data sources to make appropriate employment and other decisions.
Excellent organizational and project management skills.
Strong analytical and problem-solving capabilities; emphasis on providing solutions vs. pointing out problems.
Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities.
Effective coaching, negotiation, conflict management, and mediation skills.
Proactively identifies, initiates, and drives necessary business change within or across functions.
Ability to balance the need to think strategically and act with urgency to “get things done”.
Recognizes different organizational cultures and the need to “seek first to understand” before making changes.

Responsibilities

Scan the organization for opportunities to enhance capabilities and productivity, and act as a “hands-on consultant” to management in addressing opportunities for improvement.
Track, analyze, and utilize appropriate workforce data from HRIS and other sources to make fact-based organizational and people decisions.
Determine and recommend employee relations practices necessary to establish a positive work environment and promote a sense of fairness and consistency.
Offer guidance and assistance to plant personnel in dealing with day-to-day employee relations issues.
Provide accurate and consistent policy interpretation and administration.
Act as the company representative for the associated Union, manage and coordinate the grievance process, and interpret the labor contract
Partner with the organization and the manufacturing facility’s leadership to confirm labor needs and to ensure optimal organizational structure within the facility, confirm organization needs, job requirements, and review and approve internal/external job postings.
Identify candidates for job requirements.
Ensure the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions, and partner with external/internal recruiting resources/agencies as needed.
Recruits for all exempt, non-exempt, and hourly positions in the facility.
Manage the performance management process and developmental needs of staff.
Develops, conducts, and/or coordinates training programs that address these developmental needs.
Participate and champion safety within the facility, including being a member of the Plant Safety Committee.
Maintain the OSHA Recordkeeping process.
Oversee and manage all workers’ compensation claims within the facility.
Implement and manage core human resources policies and procedures of the facility as well as corporate policies and procedures.
Assure consistent interpretation of policies and procedures across departmental lines within the manufacturing facility.
Foster a climate of individual growth for all employees through coaching and training.
Be the cornerstone for implementing management training programs to facilitate the development and growth of the plant management team.
Provides consultation to client groups and assists in administering the compensation and benefits changes associated with personnel transactions.