Human Resource Business Partner

Job Title: Human Resources Business Partner Classification: Exempt – Full Time Reports to: Chief Human Resource Officer Position Backup: Chief Human Resource Officer PURPOSE The HR Business Partner will serve as a strategic partner to the business leaders, collaborating with them to develop and implement HR strategies that align with organizational goals. The HR Business Partner will be responsible for providing comprehensive HR support and guidance to assigned business units, ensuring the effective delivery of HR programs and initiatives. This role requires a deep understanding of HR best practices (emphasis on safety, talent acquisition, employee relations, performance management, succession planning, training, organizational development, and policy development/interpretation), business acumen, and excellent interpersonal and communication skills. B. DUTIES General Responsibilities (1-19 listed below) Position Area Duties (1-12 listed below) Some of the duties of this position are those described below. This job description does not state or imply that the duties listed are the only duties and responsibilities assigned to this position. Employees holding this position will be required to perform any other job-related duties as requested by management. Partner with business leaders to understand their objectives and develop HR strategies that support the achievement of organizational goals (OKRs). Provide expert guidance and consultation to managers and employees on HR policies, procedures, and best practices. Collaborate with business leaders to identify and address talent gaps, develop succession plans, and create strategies for attracting, developing, and retaining top talent. Proactively assess organizational needs and recommend HR solutions that drive performance, engagement, and productivity. Conduct regular analysis of HR metrics and trends to identify opportunities for improvement and make data-driven recommendations. Manage employee relations issues, including investigations, conflict resolution, and performance management, ensuring fair and consistent application of policies and procedures. Support the implementation and communication of HR programs and initiatives, such as performance management, employee engagement, diversity and inclusion, and learning and development. Work closely with the recruitment team to identify hiring needs, develop job descriptions, and participate in the selection process for key roles. Collaborate with the HR team to ensure compliance with employment laws and regulations and promote a culture of ethical behavior and integrity. Lead or contribute to HR projects and initiatives as assigned, driving process improvements, and enhancing HR services to meet business needs. Act as a liaison to other HR functions when necessary. Practice a preventative and consultative approach with all stakeholders to create an environment that aligns with Del Real Foods core values. Be a Champion in safety and quality efforts with department leads and ensure appropriate relative training activities are completed as well as motivate others to be active in these areas. Follows and enforces employee’s safety procedures. Report any unsafe conditions to immediate supervisor or manager. Follow, Monitor, and Enforce all food safety procedures. Follows and enforces SQF requirements (Facilities, Equipment, SSOP, SOP, GMP’s, and ETC) Follows and enforces USDA & FDA guidelines and regulations. Follow Company Policies, Regulations, and Lunch & Break Policies Competencies Business Acumen Communication Consultation Ethical Practice Cultural Awareness HR Expertise Relationship Management Specific Skills and Abilities Required Excellent knowledge of employment laws and regulations, and experience ensuring compliance with an organization. Demonstrated ability to build effective relationships and collaborate with stakeholders at all levels of the organization. Exceptional communication and interpersonal skills, with the ability to effectively influence and negotiate with others. Strong business acumen and ability to align HR strategies with overall business objectives. Solid analytical and problem-solving skills, with the ability to leverage data to drive decision-making. Experience in talent management, employee relations, performance management, and organizational development. Proactive and results-oriented mindset, with the ability to manage multiple priorities and work in a fast-paced environment. High level of integrity and confidentiality in handling sensitive employee information. Ability to define problems, collect data, establish facts, and draw valid conclusions. Proficiency with Microsoft Office Applications, strong Excel, PowerPoint and database programs Ability to work independently or in a team setting. Flexibility to work weekend. C. EDUCATION/EXPERIENCE High School/ G.E.D. HR certifications preferred. Minimum 2 years’ experience on the field (Food Industry is a plus) Bilingual (English/Spanish) D Tools We will provide employee with necessary tools to perform assigned job tasks as needed ie; Thermometer, Walkie Talkie radio, Flashlight, and Stopwatch. E. Physical Requirements (All requirements are subject to possible modification to reasonably accommodate individuals with a disability.) Climbing: Ascending or descending ladders, stairs, scaffolding, ramps, poles and the like, using feet and legs and/or hands and arms. Body agility is emphasized. This factor is important if the amount and kind of climbing required exceeds that required for ordinary locomotion. Balancing: Maintaining body equilibrium to prevent falling when walking, standing or crouching on narrow, slippery or erratically moving surfaces. This factor is important if the amount and kind of balancing exceeds that needed for ordinary locomotion and maintenance of body equilibrium. Stooping: Bending body downward and forward bending spine at the waist. This factor is important if it occurs to a considerable degree and requires full use of the lower extremities and back muscles. Kneeling: Bending legs at knee to come to a rest on knee or knees. Crouching: Bending the body downward and forward by bending leg and spine. Crawling: Moving about on hands and knees or hands and feet. Reaching: Extending hand(s) and arm(s) in any direction. Standing: Particularly for sustained periods of time. Walking: Moving about on foot to accomplish tasks, particularly for long distances. Pushing: Using upper extremities to press against something with steady force in order to thrust forward, downward or outward. Pulling: Using upper extremities to exert force in order to draw, drag, haul or tug objects in a sustained motion. Lifting: Raising objects from a lower to a higher position or moving objects horizontally from position to position. This factor is important if it occurs to a considerable degree and requires the substantial use of the upper extremities and back muscles. Finger Dexterity: Picking, pinching, typing or otherwise working, primarily with fingers rather than with the whole arm as in handling. Grasping: Applying pressure to an object with the fingers and palm. Feeling: Perceiving attributes of objects, such as size, shape, temperature or texture by touching with skin, particularly that of fingertips. Talking: Expressing or exchanging ideas by means of the spoken word. Those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly or quickly. Hearing: Noisy environment. Vision: Close work. Repetitive motions: Substantial movements (motions) of the wrists, hands and/or fingers. Degree of physical exertion required for the position. Sedentary Work: Exerting up to 10 lbs of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary Work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Light Work: Exerting up to 20 lbs. of force occasionally and/or up to 10 lbs. of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work. Medium Work: Exerting up to 50 lbs. of force occasionally and/or up to 20 lbs. of force frequently, and/or up to 10 lbs. of force constantly to move objects Heavy Work: Exerting up to 100 lbs. of force occasionally and/or up to 50 lbs. of force frequently, and/or up to 20 lbs. of force constantly to move objects Very Heavy Work: Heavy Work: Exerting in excess of 100 lbs. of force occasionally and/or in excess of 50 lbs. of force frequently, and/or in excess of 20 lbs. of force constantly to move objects Environmental conditions the employee will be subject to in this position. Inside environmental conditions: Protection from weather conditions, but not necessarily from temperature changes. Outside environmental conditions: No effective protection from weather. Both environmental conditions: Activities occur inside and outside. Extreme cold: Temperatures below 32 degrees for periods of more than one hour. Extreme heat: Temperatures above 100 degrees for periods of more than one hour. Noise: There is sufficient noise to cause the worker to shout in order to be heard above the ambient noise level. Vibration: Exposure to oscillating movements of the extremities or the whole body. Hazard: Includes a variety of physical conditions, such as proximity to moving mechanical parts, electrical current, working on scaffolding and high places, exposure to high heat or exposure to chemicals. Atmospheric conditions: One or more of the following conditions that affect the respiratory system or the skin: Fumes, odors, dusts, mists, gases or poor ventilation. Oils: There is air and/or skin exposure to oils and other cutting fluids. Humidity: Exposure to humid conditions ranging from 70 to 92 percents. Respirator: Use is required. None: No substantial exposure to adverse environmental conditions (such as in typical office or administrative work). 4. PRIMARY CONTACTS A. CONTACTS A.) Company Employees B.) Administration C.) Company Supervisors 2. Out of the Company: A.) None B. SUPERVISION Directly Supervises: None Indirectly Supervises: None #J-18808-Ljbffr