Senior HR Business Partner

Dover Food Retail•Colonial Heights, VA

2d•Onsite

About The Position

Our Story : Dover Food Retail (DFR) is a leading manufacturer of Display Cases, Specialty Products, Refrigeration Systems, Power Systems and Comprehensive Services; and leading our industry by Innovating What’s Next in glass doors and intelligent merchandising technologies that keep food safe under brands such as HillPhoenix and Anthony . DFR is part of the Climate & Sustainability Technologies segment of the Dover Corporation® (NYSE: DOV). Dover is a diversified global manufacturer with annual revenues in excess of $7 billion. DFR is built on creativity and customer-centric innovation delivered by people invigorated by a strong sense of responsibility to help our customers win in their marketplaces. The relationships we build with our customers are as important to our success as the products we manufacture. This collaborative environment delivers FRESH THINKING, reassuring our customers that they choose the best when they choose to work with the people of Dover Food Retail. Employer: Hill Phoenix, Inc. (dba Dover Food Retail) Job Title: Senior HR Business Partner Worksite: 1925 Ruffin Mill Rd., South Chesterfield, VA 23834 Job Description : Lead initiatives for HR process improvement to enhance operational efficiency. Serve as a trusted advocate for employees and foster a positive workplace culture. Demonstrate advanced knowledge of principles and procedures in recruitment, employee and labor relations, workers' compensation, payroll, compensation, and benefits. Anticipate and strategically plan for long-term HR needs and trends in collaboration with business units. Manage staffing processes and oversee the annual performance evaluation for designated client groups. Conduct thorough investigations to address employee complaints, policy violations, and concerns related to the Americans with Disabilities Act, the Equal Employment Opportunity Commission, the Age Discrimination in Employment Act, and other relevant legislation and regulations. Domestic travel required up to 10%.

Requirements

Bachelor’s degree (or foreign equivalent) in Human Resources, Humanities, Political Science, Linguistics, or a related field and five (5) years of progressive post-baccalaureate work experience in an HR Specialist, HR Generalist or similar role.
Must have five (5) years of experience in each of the following: Interpreting and applying employment and labor laws and regulations; Managing pay programs and policies for a manufacturing workforce that ensure alignment with affirmative action plans; Promoting an internal culture and facilitating opportunities to encourage building coaching and mentoring skills; Providing strategic guidance on employee relations to managers; Partnering with stakeholders at all levels of an organization, including senior leaders; Providing HR guidance to employees and leaders with diverse backgrounds and skillsets; Managing competing priorities in shifting regulatory environments; Utilizing Lean, Six Sigma, or Continuous Improvement principles for HR process improvements; Completing data analytics and reporting in the form of visualizations (reports or dashboards) to drive business decision making; and Designing, evaluating, and maintaining compensation structures including reviewing market pricing, job evaluation, salary structure design, and compliance in a manufacturing setting.
Must have three (3) years of experience providing HR administrator/generalist support in an industrial production or manufacturing environment.

Responsibilities

Lead initiatives for HR process improvement to enhance operational efficiency.
Serve as a trusted advocate for employees and foster a positive workplace culture.
Demonstrate advanced knowledge of principles and procedures in recruitment, employee and labor relations, workers' compensation, payroll, compensation, and benefits.
Anticipate and strategically plan for long-term HR needs and trends in collaboration with business units.
Manage staffing processes and oversee the annual performance evaluation for designated client groups.
Conduct thorough investigations to address employee complaints, policy violations, and concerns related to the Americans with Disabilities Act, the Equal Employment Opportunity Commission, the Age Discrimination in Employment Act, and other relevant legislation and regulations.