People Manager

Bimbo Bakeries USA•Irving, TX

4d•$94,300 - $122,600•Onsite

About The Position

The Manager, People serves as the day-to-day People business partner for assigned Corporate functions, which may include Finance, Marketing, Commercial Strategy, Business Development, Transformation, Legal, Procurement, Business Technology, and other corporate teams. Reporting to the Manager, People, this role translates functional priorities into practical people plans and delivers core People processes that strengthen organizational effectiveness, leader capability, talent development, associate engagement, and the associate experience. The Manager provides timely guidance to leaders and associates, independently resolves routine to moderately complex matters, and escalates high-risk, highly sensitive, or enterprise-impacting issues with clear facts and recommendations. The role leads a small team and coordinates with People Centers of Excellence and shared services to ensure consistent, high-quality execution.

Requirements

5+ years of progressive People, Human Resources, or HR business partner experience.
Demonstrated experience in associate relations, performance management, talent processes, leader coaching, and organizational change.
Experience supporting corporate or operational functions in a matrixed environment.
Experience leading or coaching others, coordinating work, or supervising a small team.
Working knowledge of employment law, People practices, Microsoft 365, and HR information systems.
Strong communication, organization, relationship-building, analytical, and problem-solving capabilities.
A combination of education, training, and experience that demonstrates the required capability may be considered.

Nice To Haves

Master's degree in Human Resources, Business, or a related discipline preferred.
PHR, SPHR, SHRM-CP, SHRM-SCP, or equivalent certification.
Experience supporting transformation or change initiatives and using workforce analytics to inform action.

Responsibilities

Partner with functional leaders to understand business priorities and translate them into practical workforce, talent, engagement, and organizational actions.
Provide day-to-day coaching and guidance on performance management, team effectiveness, associate development, policy application, and change execution.
Use workforce data and associate insights to identify themes, recommend actions, and support informed decisions.
Execute the people plan for assigned functions and provide the Director, People with clear updates on progress, risks, and support needed.
Coordinate and facilitate talent reviews, succession planning, performance processes, and development planning for assigned functions.
Partner with leaders and Talent COEs to identify critical talent, development priorities, internal mobility opportunities, and retention actions.
Support recruiting, selection, onboarding, and integration for priority roles in partnership with Talent Acquisition.
Deliver or facilitate leadership, compliance, and professional development programs and reinforce application on the job.
Manage routine to moderately complex associate relations matters, workplace concerns, investigations, conflict resolution, and performance issues in a fair and timely manner.
Guide leaders through documentation, performance improvement, corrective action, and difficult conversations.
Apply company policies and employment practices consistently, partnering with the Director, Legal, Compliance, or other specialists when risk or complexity warrants escalation.
Maintain confidentiality and accurate case documentation while promoting respect, accountability, and inclusion.
Support organization design, restructuring, role clarification, job description maintenance, and workforce planning activities.
Coordinate change plans, stakeholder communication, leader readiness, and associate adoption activities for functional initiatives.
Identify practical improvements to team structure, ways of working, role clarity, engagement, and productivity.
Monitor implementation commitments and follow through with leaders to ensure actions are completed.
Coordinate engagement, organizational health, and other associate surveys, including communications, participation support, results review, and action planning.
Facilitate listening sessions and synthesize themes, risks, and recommended actions for leaders.
Administer assigned associate programs and annual processes, including Benefits Open Enrollment and other corporate People initiatives.
Respond to associate inquiries accurately and promptly, resolving issues or routing them to the appropriate People resource.
Support culture, recognition, inclusion, well-being, and communication initiatives across assigned functions.
Partner with People COEs and shared services across compensation, benefits, talent acquisition, talent development, HR systems, and associate services.
Maintain required associate records and documentation, including confidential files and Form I-9 records, in accordance with established requirements.
Analyze turnover, headcount, engagement, retention, talent, and other workforce measures; prepare reports and insights for leaders and the Director, People.
Lead and develop team members by setting priorities, clarifying expectations, providing coaching, and ensuring accurate, timely service delivery.
Improve local People processes, templates, and routines to strengthen consistency, efficiency, and the associate experience.