The RequirementsThe ideal candidate for this role will have a strong generalist background, strategic insight combined with experience driving HR projects that deliver results, and the interpersonal and influencing skills to effectively work with and gain buy-in from a range of stakeholders.
To be a strong fit for the Senior Regional HR Business Partner, Southeast opportunity, you will have:
- 5+ years of experience, including:
- 3+ years of broad HR generalist experience (e.g. Employee Relations, Employment, EEO, Compensation and Benefits, Safety, Training, etc.) and knowledge of HR-related laws and regulations
- 3+ years of experience and demonstrated success in an HR leadership and/or management role in a manufacturing environment, ideally food production
- A bachelor's degree in HR, Business or another relevant field; a master's degree is a plus
- HRCI or SHRM certification preferred
- Experience working in an organization with multiple locations and a geographically dispersed HR team
- Solid computer skills including MS Office applications, with specific strength using Excel (e.g. VLOOKUP, pivot tables, formulas and reporting)
- Lean Six Sigma background a plus
- Change management experience is ideal
- Outstanding interpersonal and communication (written and verbal) skills to work with internal and external stakeholders and a range of levels and titles
- Strong relationship building and influencing skills to work with those over whom you have no direct authority
- Exceptional analytical, problem identification and problem-solving skills
Qualified candidates will be required to pass a background check.
The RoleThe Plants & Teams
You will be responsible for supporting and elevating HR operations within two manufacturing plants. The total client group between both facilities is 425. It's a diverse workforce with varied levels of experience and tenure, composed primarily of production and production support personnel. You will not have any direct reports but will work closely with local leadership and HR, influencing and driving change primarily from the strategic level. At both plants, HR reports directly to plant leadership.
Troy, AL: Troy is the smaller of the two plants and has an onsite HR Generalist supporting daily operations. Your primary leadership contact at this plant is the Plant Manager.
Fitzgerald, GA: Fitzgerald is a large plant with an onsite HR Manager, HR Coordinator, and Payroll Coordinator. You'll interact heavily with the Director of Operations at this plant.
Reporting to the Director of HR, as Sr. Regional Business Partner, you will be responsible for managing and overseeing Human Resource administration, activities and programs for the Southeast region in compliance with established policies, procedures, Federal, state and local laws and regulations. You will monitor the Human Resources environment, issues and problems throughout the region, and address potential and actual issues as necessary to maintain a positive work environment that is supportive of management and employees in all Human Resources-related areas.
Additionally, you will serve as the regional right hand to the Director of HR, acting as a conduit between the corporate and local HR teams, and ensuring that company-wide programs are understood and executed at the local level. You will prioritize a pipeline of programs/initiatives, develop an overall strategic roadmap as well as an execution plan for each area, and coach, motivate and develop the local HR teams to manage tactical execution.
Daily Execution Details
Immediately upon joining us, you will begin working and building relationships with business leaders, as well as with local HR in both plants, begin learning local operations and developing priorities. Specifically, a sampling of areas/programs you will support includes:
- Assist with redesigning organizational structure based on strategic objectives.
- Work with business leaders to fully understand how HR can support the business; when needed adjust HR strategies to respond to changing business needs.
- Ensure that the prioritization of HR needs is sufficient to meet goals and objectives.
- Work to identify talent issues before they impact the business and develop a plan to address the identified issues with business leaders.
- Create a vision for talent strategy for the region. Seek out and suggest new business strategies to positively impact business success.
- When working to support business objectives, assess the HR implications of strategic options and communicate those back to business leaders.
- Monitors Employee Relations throughout the Southeast region for developing or actual trends, and issues and problems. Assist local management with addressing issues.
- Develop and monitor programs to promote positive Employee Relations, communicating organizational culture to employees.
- Provide guidance to management and employees on Employee Relations-related issues, complaints, or problems. Oversees and assists the local HR and management teams through employee relations investigations.
- Oversee and manage all ethics hotline report investigations, keeping management informed regarding current issues, regulations, etc.
- Review rehires and involuntary terminations before final decisions on employment are made.
- Monitor and assist with employee recognition program.
- Analyze employee turnover within your region, identifying problems and working with local management to address issues and maintain turnover within acceptable limits.
- Oversee and provide assistance as requested with recruitment and selection of employees; e.g., developing and placing help wanted ads, identifying and using creative recruitment sources, interviewing, etc. Monitor utilization and results of employee testing programs.
- Review regional employment practices to ensure compliance with internal policies/procedures and external laws/regulations.
- Monitor and follow up on exit interviews; identify trends and potential problems; develop corrective action when appropriate; conduct exit interviews when necessary.
- Provide guidance to management and employees as needed, and respond to routine questions regarding compensation and benefits policies and programs.
- Work with the Compensation and Benefits Department and local management to resolve issues.
- Periodically review wage changes and performance appraisals for appropriateness, equity and discrimination.
- Administer relocation policy and program within assigned region.
- Equal Employment Opportunity
- Workers’ Compensation
- Employee safety
- Drug and alcohol abuse testing
- And more
Pictured: From our manufacturing operations in the North West, North East and South East Golden Boy Foods produces jar and bulk peanut butter for retail, foodservice and industrial customers across North America, as well as for export to Europe, Asia and Middle East. Private label peanut butter varieties include conventional and organic; regular, old-fashioned, natural, sweetened, unsweetened, reduced fat, salted, unsalted etc.
What's in It for You?Strategic and tactical impact
You will make your mark throughout the Southeast region through both your strategic impact and influence over tactical execution. You'll help shift culture from a one plant world view to a proud member of a global organization.
Broad visibility and influence
You will enjoy visibility at the local, regional and national levels. And, because this is our first regional HR role, you will help define it and shape the future role for other regions.
There have been a number of changes/transitions over the last several years and we are actively working on evolving the culture through team building, camaraderie and collaboration, a sense of pride, transparency and more. We enjoy a holiday party and summer BBQ, and quarterly town hall meetings. You'll add to our efforts by helping promote a healthy, hardworking culture based on common goals.
In 2012, Post Holdings separated from Ralcorp Holdings with the Post cereal brands forming our only operating segment. Since then, Post Holdings has completed several acquisitions which have transformed the company into a diversified consumer products holding company. We are on the cusp of significant development and are investing in ensuring success.The growth of Post Holdings will create opportunities for strong performers, and could mean additional plants within your region.
In addition to a competitive base salary and bonus potential, you'll have the option of participating in our long-term incentive program. We also offer a full slate of benefits, including medical, dental and life insurance; a 401(k) plan; paid time off along with vacation and holidays; flexible spending accounts; and more.
Keys to SuccessThe local HR team members are talented professionals with a good deal of runway, Likewise, local leadership is strong. However, with a mix of newer team members and those brought into Golden Boy Foods through acquisition, there's some work to be done to build a unified vision, develop the culture and gain buy-in locally. To execute on key initiatives, they will need to understand the larger goals and objectives. You'll need the full breadth of your communication and influencing skills to coach, mentor and develop the team, and manage change.
Part of driving change and the projects for which you will be responsible will be finding solutions locally. It has been difficult to get traction on strategic initiatives because of the broad and heavy demands of daily operations within the plant. Solutions along with metrics and KPIs will come into focus as priorities are identified and a road map is designed. You'll need to develop a keen understanding of plant operations and leverage your strong problem-solving abilities regularly.