Sr Manager HR Business Partner

Job Location: Memphis, TN

Summary:

Our Memphis Plant is known for producing amazing Hershey products such as Ice Breakers, Breath Savers and Good & Plenty! This is a Non-Union Manufacturing Facility. This is a high-speed complex environment that runs on a 24/7 operating schedule.

Currently, we are looking to hire a fast-thinking, strategic and inspiring Sr. Manager HR Business Partner who will ensure that all plant human resources and employee relations needs are upheld in a professional manner. These needs and responsibilities are inclusive of, but not limited to:

• Employee Relations/Union Avoidance

• Talent Development

• Employee Engagement

• Workforce Planning

• Salaried & Hourly Employment and Staffing

• Compensation & Benefits

• Workers Compensation Case Management

• Policy Application

The Sr. Manager HR Business Partner is expected to engage meaningfully with plant hourly employees and be an active participant in Corporate Social Responsibility (CSR) activities, while also interacting with fellow salaried staff and Corporate HR personnel as needed to achieve corporate-level HR goals. We're looking for a leader to be able to influence their plant and peer teams, as well as someone who is comfortable taking a hands-on approach to achieve great results.

The position reports to Corporate HR with a strong dotted-line responsibility to the Plant Manager. This is a senior leadership role and serves as a member of the Plant Leadership Team.

Responsibilities:

Talent Management

• Ensures that the plant has the necessary talent and capabilities to successfully meet production requirements and all associated needs.

• Partners with the Plant Manager and leadership team in the development of the Plant's strategic plan, culture, mission, vision statements & goals; provides leadership in organizational diagnosis, design and interventions; supports business transformation initiatives by being actively engaged in affecting change.

• Champions the performance management process, and ensures training, accountability and alignment of goals and the calibration of ratings.

• Conducts needs analyses and develops strategies for training & development of workforce; designs and conducts or arranges for effective delivery of training.

• Develops annual staffing plan for all labor groups, and manages requisition process; manages people movement processes, and analyzes trends to drive improvement.

• Manages talent acquisition efforts including sourcing, interviewing, assessment instruments, background checks, job offers, relocation, orientation, and integration.

• Manages the relationship with contingent worker agencies; assures quantity and quality of temporary staffing to meet the production schedule.

• Leads completion of annual talent development processes such as Org Talent Review, Succession Planning, and associated processes.

• Manages Diversity & Inclusion efforts at the site.

Employee Engagement

• Owns the employee engagement aspect of the plant by developing and maintaining an employee engagement strategy and staying abreast of the pulse of the workplace; includes significant time spent on the plant floor, in CSR events and other engagement activities.

• Actively participates in Plant Manager "roundtable meetings," staff meetings, and shift, quarterly and/or state-of the-plant meetings; participates/leads management and employee task teams, and engages in group business unit meetings.

• Manages the Hershey employee survey process, and ensures accountability and follow-through by management.

• Ensures consistent application of policies and practices. This includes administering complex processes such as conducting investigations, responding to complaints, issuing corrective actions and conflict resolution; assesses need/opportunity for work rule and policy changes; offers guidance, direction, and training to management on administration of employee handbook and policy and disciplinary matters to ensure consistency and "just cause." Leads the plant's peer review issue resolution process.

• Develops and maintains a positive employee relations strategy; conducts union vulnerability analysis and completes action plans as needed. Communicates and trains salaried workforce on leadership of choice principles.

HR Excellence and Administration

• Manages the plant HR function, including strategic workforce planning, budget management, performance management and all other duties associated with functional leadership.

• Manages the salary administration and job evaluation processes, including reward and recognition programs.

• Keeps abreast with the corporate and statutory employee benefit programs, and ensures accurate application of programs.

• Ensures compliance with FMLA as well as consistent application of disciplinary actions and development of plans to reduce absenteeism.

• Partners with local and corporate resources on health & wellness initiatives.

• Conducts local wage & benefit surveys to assess competitiveness; develops annual wage and benefit recommendations.

• Completes Affirmative Action Plan and ensures accountability and execution; proactively address issues and responds to all state/federal EEO and related charges/inquiries; maintains awareness levels by conducting periodic training, plant postings, mailings, handbook and newsletter updates.

• Partners with Workers' Compensation claims adjusters, internal and external legal resources, and Risk Management to effectively manage claims.

• Manages Security force to ensure security of workforce and company assets.

Minimum knowledge, skills and abilities required to successfully perform major duties/responsibilities:

• Demonstrated ability to interact effectively with all levels of employees, and influence the decision making of senior management.

• Knowledge of applicable state and federal employment laws and regulations affecting the workplace.

• Ability to work collaboratively with and influence the plant leadership team.

• Strong floor presence with the ability to understand the pulse of employee morale.

• Demonstrated track record of establishing and maintaining HR process excellence.

Minimum Education and Experience Requirements:

Education:

• Bachelor's Degree required; concentration in Human Resources or related field strongly preferred. Master's degree preferred.

Experience:

• At least 5 years experience within Human Resources or related field, with employee groups of 200 or more people.

• At least 2 years in a supervisory/management role.

Nearest Major Market: Memphis

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