Sr. Manager, Human Resources - Dairy Ingredients Operations

Dairy Farmers   •  

Kansas City, KS

Industry: Food & Beverages

  •  

8 - 10 years

Posted 96 days ago

This job is no longer available.

Job Description 

Dairy Farmers of America is the fourth largest dairy production company in the world, and growing.  We collect and market milk from US dairy farmers every day, providing milk for, and, manufacturing many of the dairy brands you see on your supermarket shelves. To support our company’s growth, we are transforming our HR function into a dynamic organization that can better serve DFA leaders and employees. We are looking for talented HR leaders to join us on this exciting journey. 

The Sr Manager, Human Resources, Ingredients Operations reports to the Senior Director, Human Resources, Ingredients.  The role is as a strategic HR partner to manufacturing operations leadership.   
Responsible for developing and delivering the People Plan for DFA’s Ingredients Operations to support the achievement of the division’s business strategy and growth objectives. Results achieved by working in partnership with the manufacturing operations and other business leaders to identify and understand the business challenges and opportunities, and, in line with DFA HR strategy, deliver ‘fit for purpose’ people initiatives and solutions to enhance employee and business performance.  This position works closely with HR professionals at each plant location and provide coaching and feedback to support their ongoing development.  

This role is posted in Kansas City, but DFA will consider resources in other locations.

Duties and Responsibilities:

People Plan
• Creates an operational People Plan that supports the Ingredients Operations business strategy and growth agenda and is aligned to the Divisional People Strategy
• Builds key measures of success and tracks progress against this

HR Partnering: 
• Is a key leader of the Ingredients Operations leadership team participating and contributing to business strategy and people strategy
• Is a trusted and respected advisor within the client group on all people and culture related matters
• Works collaboratively with the central Human Resources teams to ensure alignment and positive execution of all current DFA human resources strategy, policies and procedures 

Talent Management: 
• Using the agreed DFA Talent Management framework, manages the current and future talent needs across the client group through; Acquisition, Talent and Succession Management 
• Partner with the Talent and OD, CoE to deliver a quality onboarding process for new employees
• Assess talent needs across the business in conjunction with the leadership team and ensure robust talent management to create a sustainable pipeline of talent for the Division
• Manage the succession planning process in the client area to ensure quality leaders are identified and developed and successions gaps are covered

Leadership Development
• Understand the leadership development needs within the group and partner with the Talent and Organization Development team to deliver leadership development interventions that build the bench strength within the group

Learning and Development 
• Identify key development needs within the client group and partner with the Talent and OD, CoE to close key capability gaps  

Performance Management 
• Facilitate the annual performance process within the client group 
• Coach and support leaders to deliver regular, candid performance feedback and ensure all employees have a targeted development plan

Culture and Employee Engagement 
• Develop and deliver local employee engagement actions, in conjunction with leaders to create an environment where all employees feel safe, happy and well

Compensation
• Manage the annual compensation and bonus review with the client group, using the DFA framework and delivering within budget
• Helps leaders understand the importance of differentiating performance and compensation

Employee and Labor Relations 
• Provide coaching to leaders within the business to support the resolution of employee and team issues
• Partner with the CoE, ER team, when needed to investigate, recommend appropriate action and resolve complex cases and disputes

Diversity and Inclusion
• Develop and champion the diversity and inclusion objectives with the client team to ensure D&I commitments are delivered 

Business Integration and Change 
• Manage the people component of integrating businesses within the client group ensuring robust planning, execution and change management

Organization design and strategic workforce planning
• Work with leadership team/s to identify the future workforce capability requirements for the business to build and sustain strategic imperatives

Team Leadership (as appropriate)
• Builds and manages a high performing team who deliver on people plan initiatives
• Creates and maintains a positive work climate by inspiring and engaging the team
• Conducts quality performance and development conversations and provides regular feedback to support professional growth
• Builds the capability and profile of all team members

Requirement

Education/Experience:
• Bachelor’s degree in Business, Human Resources Management or related field
• 7+ years of progressive HR experience in modern, best practice HR functions
• 3+ years management experience

Knowledge, Skills and Abilities:
• Excellent knowledge of Human Resources practices; working knowledge of HR related laws and regulations
• Experience with manufacturing workforces is a must
• Food industry experience is highly desirable

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