Senior Human Resources Manager

Seaboard Corporation•Guymon, OK

3h•Onsite

About The Position

The Senior Human Resources Manager Manages, guides, and supports the human resource functions, including employee/labor relations, policies, and programs for a business unit of Seaboard Foods’ plant operations with over 2300 employees at our Guymon processing plant. Senior Human Resources Manager leads a team of HR professionals and is a visible business partner who determines or is assigned responsibilities, initiatives, and projects required by the Company and HR Director to sustain and grow the human capital needs of the workforce. The Senior Human Resources Manager will support the alignment of HR strategies with operational goals at the plant level. This role is responsible for supporting the development and execution of site-specific initiatives that foster a high performing, engaged workforce. The ideal candidate is an experienced HR professional with a strong background in driving people-focused programs that support business growth and operational excellence in a union environment. This leader will be actively involved in day-to-day plant operations, including regular presence on the production floor, participating in the grievance process, coaching leaders, facilitating workforce discussions, and overseeing all HR functions. The role also includes close collaboration with the plant leadership team to support production and workforce objectives.

Requirements

Bachelor’s degree.
8+ years’ progressive experience in HR.
Preferably three years supervising other HR professionals.
Strong understanding of HR policies and procedures
Intermediate understanding of business concepts, strategic alignment, and identification of talent implications.
Excellent facilitation and presentation skills, outstanding verbal and written communication skills.
Strong project planning and management skills, ability to handle multiple priorities with ease.
Potential to influence multiple levels of the organization and build strong relationships with colleagues.

Nice To Haves

Bilingual: English and Spanish strongly preferred.
Previous experience in a union environment.

Responsibilities

Serves as one of the links between management and employees providing direction and guidance by handling complex questions, and contentious concerns/issues by interpreting Company policies and the collective bargaining agreement and helping resolve work-related problems
Help to identify the team's individual development needs, as well as other leaders in Plant Operations. Plans and implement actions, including continuing professional development to build their professional capabilities. Provides informal training or coaching to the team and others throughout the organization in their area of expertise to enable others to improve performance and fulfill personal potential.
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.
Assists to identify, develop, and communicate the actions needed to implement the function’s strategy and business plan. Explain the relationship of the organization’s “why” and values to the priorities of the HR function.
Collaborates and communicates actions needed to implement the business unit's strategy and business plan within the team; understands and explains the relationship of the organization's mission, vision, and values.
Supports, supervises, administers, and coordinates work activities of a team relating to employment/staffing, onboarding/orientation/training, benefits and compensation, and employee/labor relations.
Manages direct reports and own performance; sets appropriate performance objectives, and holds self and team accountable for achievement, taking appropriate corrective action where necessary to ensure the achievement of team / personal objectives.
Advise business partners on organizational policy matters and recommends needed changes.
Leads investigations into employee complaints, summarizes findings, and makes appropriate recommendations based on the circumstances presented.
Collaborates with other HR and Recruiting Leaders throughout the business to understand the hiring needs, steady applicant flow, and timely hiring decisions with the established time-to-fill goals.
Responsible for the Plant annual review and development process and for identifying cycles of improvement that best support the business.
Analyze statistical data and reports to identify and determine causes of personnel problems and opportunities and develop recommendations for improvement of the organization’s personnel policies and practices.