HR Business Partner (Food & Beverage Manufacturing)

HR Business Partner (Food & Beverage Manufacturing) Job Description The HRBP will provide business partner leadership as the subject matter expert in employee relations to the Plant Manager level and below within the Operations org. The role will be responsible for driving the best practices and ensuring compliance with the organization’s policies, values and culture as well as compliance with State and Federal laws. The individual will develop partnerships across the organization to deliver value-added consultation and services to management and employees that reflect the business objectives of the organization. What You Will Do Employee Relations & Engagement 60% Proactively engage at all levels in the organization to support 24/7, multi-plant operation. Work during off hours may be required to support employee investigations, events and other employee engagement activities (i.e communication meetings, AMAs, celebrations etc.) Maintain awareness of the culture and strategic initiatives for business groups. Collaborate with leaders to implement HR strategies that align with business goals and drive success across the plant. Develop and maintain relationships with organization leaders and employees to ensure a credible and trusted HR support system. Conduct thorough, unbiased investigations of complex HR issues, including witness statements, pulling necessary video footage and documenting in confidential employee relations tool (AllVoices). Propose action based on investigation findings to correct concerns. Assist leaders as needed with disciplinary documentation or termination recommendations as needed. Provide coaching to plant leaders on their responsibilities on employee relations matters, including disciplinary and termination discussions. Support leaders with all onboarding and offboarding activities. Act as trusted advisor to business leaders by collaborating with HR leaders ensuring consistent compliance with the organizations’ policies, values, and culture as well as compliance with State and Federal laws. Proactively partner with and involve other functions within HR and organization to ensure thorough resolution of issues. Provide timely responses to inquiries from employees and managers (our customers). Work collaboratively to establish and promote positive employee engagement. Utilize employee engagement surveys to analyze and identify areas of opportunity. Work with plant leaders on implementing strategies to improve these areas and employee engagement. Proactively identify opportunities to enhance our employee experience. Performance Management & Talent Development 25% Partner with leaders on employee discipline, performance management and development plans. Provide guidance and support on the best practices to handle each case. Establishing processes and working closely with leaders to monitor onboarding and provisional progress, taking necessary steps to ensure completion. Provide coaching, management and oversight of employee performance counseling and discipline process. Proactively analyze turnover data and partner with organization leadership to implement targeted action plans to support current year goals. Assist with the annual performance review process by training managers and being the main point of contact for questions, ensuring timely submission of ratings and reviews. Workforce Planning/Development 10% With support from enterprise programs, will partner with Plant Leadership on organization design and workforce strategy including the use of temporary labor. Partner with Plant Leaders and TA to participate in intake meetings and interview process for people leaders, evaluating candidates for alignment to BRF CARE values and providing insights back to interview team. Other 5% Partner effectively with other HR functions, including Talent Acquisition, Learning & Development, Payroll and HR Analytics. Provide backup to other team members in instances of absences. Team Leadership This role has direct supervision of the Administrative Assistant. Manage employee performance by clearly defining job responsibilities and standards of performance; tracking progress against goals; providing clear, thorough, timely feedback; and addressing performance problems and issues promptly. Ensure an effective learning environment by coaching employees, orchestrating learning opportunities, and providing relevant, high-impact feedback. What You Will Need To Be Successful Bachelor's degree (BA/BS) from four-year College or university highly preferred. Minimum of two (2) years of related HR Generalist experience with employee relations required. Manufacturing, production, or related (multiple shifts and locations) highly desired. Strong knowledge of federal and state legal requirements. #J-18808-Ljbffr Baldwin Richardson Foods