Sr. HR Business Partner

B&G Foods • Yadkinville, NC

16h • Onsite

About The Position

The SR Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives. This role must be able to proactively manage a broad scope of initiatives & interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage organization-wide, people-related change initiatives. This role will lead, or actively participate in, cross-functional organizational-wide HR initiatives such as social responsibility efforts, internal communications, employee engagement, and initiatives impacting the organization. This role is a key member of the plant's leadership team and a trusted partner to the Plant manager of facilities with greater than 200 employees in a complex multishift environment.

Requirements

• Must have a bachelor's degree in Human Resources or a related field; a master's degree is preferred.
• At least 10 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 about 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 changes 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.

Nice To Haves

• a master's degree is preferred

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.
• Assist client groups in identifying and defining resourcing requirements.
• Partner with business leaders to drive organizational restructurings to achieve business goals.
• Support human resources integration/consolidation activities associated with mergers & acquisitions (e.g., policy harmonization, employee selections & transitions, etc.) with coaching from the HR leader.
• Track, analyze, and utilize appropriate workforce data from HRIS and other sources to make fact-based organizational and people decisions.
• Partner with leadership to confirm organization needs and job requirements, and review and approve internal/external job postings.
• Ensure the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions.
• Partner with internal/external recruiting resources/agencies as needed.
• Monitor the progress of the employment process.
• Provide input and implement core processes to improve employee performance and build organizational capabilities.
• Facilitate performance assessment & calibration, and individual development planning processes.
• Ensure appropriate documentation and follow-up.
• Coach people managers at various levels to be effective leaders and team members.
• Ensure appropriate succession plans are in place for key positions and talent.
• 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.
• Develop and/or review human resources policies to address business needs and keep up with external trends.
• Ensure accurate policies and appropriately consistent interpretation across departments and locations.
• Leverage available information to drive proactive employee communications and engagement initiatives, reviewing trends, and may work on the development of a structured engagement survey to be developed and implement strategies to address these root causes.
• Drive communication efforts and partnerships to develop an intranet and communications strategy to keep employees informed.
• Provide consultation to client groups and assist in administering the compensation and benefits changes associated with personnel transactions, including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence.
• Ensure compliance with current practices.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior