- Department: Human Resources
- Reports to: CHRO
- Location: Jackson, GA
Position Summary:The
Senior Human Resources Manager serves as a strategic partner to assigned leadership by defining and implementing a people strategy which aligns and integrates with business strategy and objectives. In the role the Sr. Human Resources Manager fully understands the operational and financial drivers of the business so that an integrated people strategy addresses: organization design, talent management from acquisition through development/retention, Staffing forecasting and partnering with Talent Acquisition on the staffing strategies, organizational effectiveness and change management, organization culture and employee engagement, employee rewards and recognition, and functional HR leadership. This role is also responsible for ensuring compliance at a local level and monitoring consistent processes executed to support both employee relations and compliance.
Primary DutiesAssesses organizational performance systemically, defining talent gaps and developing and executing an HR strategy focused on workforce planning, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging rigorous workforce analytics and insights. Uses understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization. (20%)Recruits, develops and retains best top HR team talent and empowers them to own the HR strategies for their assigned client groups while ensuring consistency across the plant. (15%)Drives strategies to deliver performance culture and coaches' leaders and managers on effective use of tools. (10%)Assesses employee training and development needs based on business strategy in order to help close gaps between current and future skill sets. (10%) Creates strategies and focuses on acquiring and retaining top talent and on building a pipeline for future needs. Executes staffing strategies for exempt/non-exempt hiring needs. Leverages metrics such as turnover and absenteeism to develop proactive staffing strategies. (20%)Coach business leaders on key organizational issues as well as HR policies and processes to promote engagement and a culture of continuous growth and development. (15%)Plans and leads organization design projects related to business strategy (vision, mission, values), organization structure, team effectiveness and culture that create speed and efficiency and support rapidly shifting business demands. (5%)Guide leaders and employees regarding Company policies, values, HR programs (benefits, pay and salary) administration and interpretation to ensure policies and procedures are handled consistently and in a timely manner. Resolves employee relations issues and completes investigations in a timely manner. (5%)Develops thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention. (5%)Assesses organizational performance systemically, defining talent gaps and developing and executing an HR strategy focused on workforce planning, staffing, on-boarding, development, performance management, career / succession planning, talent movement and retention, leveraging rigorous workforce analytics and insights. Uses understanding of individual and organizational dynamics to facilitate talent movement into and throughout the organization. (20%)Recruits, develops and retains best top HR team talent and empowers them to own the HR strategies for their assigned client groups while ensuring consistency across the plant. (15%)Drives strategies to deliver performance culture and coaches' leaders and managers on effective use of tools. (10%)Assesses employee training and development needs based on business strategy in order to help close gaps between current and future skill sets. (10%) Creates strategies and focuses on acquiring and retaining top talent and on building a pipeline for future needs. Executes staffing strategies for exempt/non-exempt hiring needs. Leverages metrics such as turnover and absenteeism to develop proactive staffing strategies. (20%)Coach business leaders on key organizational issues as well as HR policies and processes to promote engagement and a culture of continuous growth and development. (15%)Plans and leads organization design projects related to business strategy (vision, mission, values), organization structure, team effectiveness and culture that create speed and efficiency and support rapidly shifting business demands. (5%)Guide leaders and employees regarding Company policies, values, HR programs (benefits, pay and salary) administration and interpretation to ensure policies and procedures are handled consistently and in a timely manner. Resolves employee relations issues and completes investigations in a timely manner. (5%)Develops thoughtful, integrated approaches to promote diversity and inclusion in talent attraction, development and retention. (5%)Minimum Qualifications- 15+ years progressive responsible experience as an HR Business Partner in a dynamic environment, with specific experience in HR strategy development, organizational design, staffing, talent management and change management.
- Bachelor's degree with major in Industrial/Labor Relations, Human Resources Management, psychology, or other related field required. Master's degree, MBA or relevant professional certifications strongly preferred
- Bi Lingual in English and Spanish, both reading and writing is required.
Responsibilities- Experience supporting senior leadership, front-line and field-based client groups is required; Practicing HR in a manufacturing or distribution center environment is preferred
- Ability to think strategically and translate concepts into actionable items
- Must possess strong verbal and written communication skills with a proven ability to influence decision making
- Must possess executive presence
- Courage to make tough decisions and deliver difficult messages with professionalism and poise
- Google Workspace and MS Office Skills
- Demonstrated ability to work in and manage ambiguity - dealing with issues that do not always have a process or a system in place.
- Ability to position self as credible; proactive; and a trusted thought-partner.
- Demonstrated experience and ability to balance business partnering skills with employee advocacy.
- Maintains a high level of professionalism on confidentiality of employee and/or company information.
- Ability to effectively manage multiple projects with overlapping tasks
- Ability to understand the business operations from both a strategic and tactical perspective, develop solutions and implement action plans
- Must ensure activities are in compliance with all state and federal employment laws and regulations (e.g., FMLA, ADA, EEO and FLSA
- Labor experience preferred, Positive Employee Relations, and Negotiations preferred.
- Proactively reviews HR programs and policies, looking for opportunities to create new or improve established programs from a multi-site nationwide perspective.
- Ability to work well in a team environment and collaborate up and down the organization
- A proven track record of results with a bias for action
- A passion for learning and a craving to work in a fun culture
