Senior Human Resources Business Partner

Dover Food Retail•Chester, VA

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 l eading 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. Job Title: Senior Human Resources Business Partner Location: Richmond, VA What we’re looking for: Dover Food Retail is looking for a Senior Human Resources Business Partner , who will function as a trusted business partner and coach for department leadership and an advocate for front-line employees. The Senior Human Resources Business Partner will be responsible for partnering with leadership to attract, develop & retain employees, create an environment of trust and positive employee relations, foster an environment of open two-way communication, and drive a safety culture within the site.

Requirements

Bachelor’s degree in human resources or related field
Minimum five (5) years of relevant experience as an HR Specialist, Generalist, or comparable role
Requires working knowledge of computers with proficiency in Microsoft Office applications.
Good communication skills both written and verbal.
Ability to write reports, business correspondence, and procedure manuals.
Ability to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
Ability to solve practical problems.
Must have a bias for action and ability to make decisions.
While performing the duties of this job, the employee is frequently required to sit and talk or hear.
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Nice To Haves

Demonstrated knowledge of employment and labor laws and regulations.
Three years’ experience providing HR administrator/generalist support in a production / manufacturing environment.
Demonstrated leadership, coaching, and facilitation skills.
Demonstrated ability to partner with employees at all levels of an organization.
Excellent communications skills, both oral and written.
Demonstrated ability to manage competing priorities in fast-paced and rapidly changing environment.
Oracle experience a plus.

Responsibilities

Serve as a trusted business partner and coach for frontline leadership.
Observe and provide feedback to leaders on how they can be more effective in communicating priorities, setting expectations, providing resources, removing barriers to success, giving feedback (both good and bad), recognizing great performance and holding employees accountable when their performance is not meeting expectations.
Manage the staffing process for both full-time and temporary resources.
Manage the annual performance management and merit increase process for assigned client groups.
Partner with department leadership to determine employee training needs and develop, coordinate and/or conduct training.
Manage onboarding and exit processes.
Conduct investigations as required to address employee complaints, violations of policies or concerns related to the ADA, EEOC, Title VII, ADEA, etc.
Partner with leaders to develop and implement strategies to drive positive employee relations and effective 2-way communication.
Be a trusted employee advocate for front line employees; serve as the first point of contact for employees for all HR-related issues and questions.
Be a constant visible presence with assigned client groups to maintain a pulse of the organization and provide feedback and recommendations to department leadership.
Strong commitment to spending time on the floor consistently, participating in GEMBA walks, kaizens, and other events.
May require flexible hours to ensure coverage of all shifts.
Lead HR process improvement initiatives as assigned; work with other members of the HR team to create and implement consistent HR processes, practices and policies (onboarding, exiting, staffing, attendance, etc.)
Cross-Train with HR Administrator on transactional processes, serve as emergency backup
Demonstrate advanced-level knowledge of principles, practices and procedures in areas such as recruitment, employee and/or labor relations, workers compensation, payroll, compensation and benefits, and managing business partnerships with cross-functional groups.
Anticipate and plan for long-term human resource needs and trends in partnership with business management
Serve as HR lead for local Business Leadership in absence of HR Manager