Plant Human Resources Manager

About the Role Position Summary

The HR Manager is responsible for localizing and implementing impactful Human Resources strategies for the assigned local market to ensure day-to-day operational support and execution for HR policies and programs. In this pivotal role, you will act as the advisor to local leadership, the primary point of contact for employees, and a driving force in delivering high-touch HR processes.

A) Employee Lifecycle

• Handle day-to-day activities on HR-related employee queries on site level, such as employee safety and health management
• Manage local employee movements and transfers, ensuring that business requirements are met, e.g., regarding a smooth transition phase
• Lead line managers through core business processes such as talent reviews, performance management, and annual compensation cycle
• Review employee compensation packages and calibrate individual salary increases deriving from annual review with managers, and respond to employee queries within the C&B CoE framework
• Participate in the recruitment process for non-standard, local positions by providing complete requisition details and contributing to the hiring decision-making process as appropriate
• Manage sickness absence cases, including Occupational Health referrals, implementing recommendations, and providing ongoing support
• Manage disciplinary and grievance case work when necessary: conduct investigations and formal hearings and ensure compliance with relevant Employee Relations processes
• Manage exits and carry out exit interviews to understand the reasoning, feeding back to leadership to give impressions of any potential issues relating to retention
• Feedback gaps on the performance of HR to the Local HR Business Partner Lead/Head and make suggestions for improvements of employee experience or Human Resources offerings
• Continuously seek opportunities to improve the employee experience and to optimize HR support and processes to improve quality of services, increase efficiency, reduce cost, and maintain the infrastructure necessary to support the growth of the business

B) Employee Relations & Engagement

• Conduct employee education and training sessions on policies, procedures, and legal requirements
• Consult with and advise business managers on disciplinary process and risk assessment on employee relations and performance related issues
• Implement employee relations strategies aligned with the organization's goals and objectives
• Deploy policies, procedures, and programs that foster positive employee relations and maintain a harmonious work environment Legal Framework & Compliance
• Conduct internal investigations into complaints, allegations, or policy violations
• Provide expert consultation on employment matters related to local and country guidance, serving as the key process and legal framework resource to ensure local compliance with internal policy and external requirements
• Stay informed about employment laws, regulations, and best practices to ensure compliance

• Bachelor’s degree in Human Resources, Business Administration, Psychology or other related discipline OR Associate’s degree plus SHRM / PHR certification.
• 3-5 years in a supervisory level Human Resources Generalist role within a 24/7 manufacturing plant environment. Food manufacturing plant environment strongly preferred.
• Experience with handling employee relations matters and conducting investigations.
• Experience working with HRIS systems (i.e. Workday, Dayforce, ADP, etc.).
• Ability to coach and further develop the plant's management team.
• Experience in partnering with line managers and providing effective coaching and guidance on a variety of issues.
• Ability to have difficult conversations at all levels in a professional and productive manner.
• Must be flexible and able to support a 24/7 manufacturing operation.
• Experience with other areas of HR such as payroll, manager training, new hire orientation and onboarding is desired and will be prioritized.

We are an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.