POSITION SUMMARYThe HR Manager, Business Partner position is responsible for providing people and organization solutions and supporting the Business Units, Sales, Marketing, and other corporate functions in building a highly capable, engaged, and agile team to achieve its business targets. The HR Manager Business Partner serves as a functional expert on all HR related issues. The successful HR Manager Business Partner acts as an employee champion and change agent. The role assesses and anticipates people and organization needs, develops, and implements integrated solutions to address these needs.
ESSENTIAL FUNCTIONSReasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Strategic alignment: Collaborate with senior leadership to create and implement HR strategies that support the overall business objectives of the business units and corporate functions.
- Being a Lee Kum Kee corporate value and culture advocate, implement programs and initiatives to ensure employee culture awareness and behaviors.
- Talent management: focus on attracting, developing, and retaining talent, particularly in high-demand areas like field sales, marketing, etc.
- Facilitate the annual objective setting, regular review, and year-end performance appraisal process to build a high-performing organization.
- Assess capability gaps, work with related functions, and the HR Learning and Development team in developing and implementing effective programs and solutions to build organizational capabilities.
- Lead and facilitate people and organization change initiatives.
- Facilitate the annual employee engagement survey, results analysis, and improvement action planning to improve employee engagement continuously.
- Act as employee advocate, listen to employee and answer employee questions, create solutions to address employee concerns individually and systematically.
- Work closely with management and employees to improve work relationships, build morale, increase productivity, and improve retention.
- Manages and resolves employee relationship issues. Conducts effective, thorough, and objective investigations and provides immediate and long-term solutions.
- Facilitate the talent review and succession planning process to ensure a sustainable leadership pipeline, support managers and employees in creating effective individual or collective development plans and actions to build career paths for key talents.
- Provide guidance and coaching to support managers and supervisors in proactively addressing individual and organization needs and becoming highly effective people managers.
- Workforce Planning: use data and evidence to identify workforce needs, organization size and capability planning, and address future challenges.
- Maintains in-depth knowledge of federal and state employment laws & regulations related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance.
- Reports, manages, and monitors all workers' compensation case files and leave of absence cases, follows through on all open claims and leaves.
- Lead the development and implementation of various human resources policies, procedures, technology solutions.
- Work closely with the HR CoE teams (Talent Acquisition, Rewards, Learning and Development), and Employee Shared Services and Administrative team to implement various HR programs and initiatives.
- Other duties or projects may be assigned.
QUALIFICATIONSTo perform this job successfully, an individual must be able to perform each major responsibility satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the major responsibilities.
- Bachelor's degree in Human Resources Management, Organizational Development, or related discipline from an accredited 4-year university.
- Minimum of 7 years of experience as an HR Business Partner in a fast-paced environment, Consumer Packaged Goods industry experience is a plus.
- Hands-on experience in multiple human resource disciplines, including performance management, training & development, workers' compensation, leave of absence, recruitment, employment relations, and investigation.
- Demonstrated understanding and application of HR legal compliance; maintained and expanded knowledge and understanding of existing and proposed federal and state employment laws/regulations.
- Certification in PHR or the ability to obtain PHR certification within one year of employment is required.
- Strong logical, analytical, and problem-solving skills.
- A self-starter, fast learner, and able to work independently with minimal supervision, with a can-do and learning attitude.
- Collaborative, responsive, and proactive team player; strong ownership and high integrity.
- Able to handle confidential information; attention to detail is a must.
- Well-organized, able to prioritize tasks and handle multiple tasks in a fast-paced work environment.
- Proficient in MS Office, including Word, Excel, PowerPoint, Outlook & Visio; ADP, Success Factor, or other HRIS systems, including running ad hoc reports.
