HRBP Manager

MISSION / SUMMARY The Mgr., Sr., Human Resources is as strategic business partner to the Plant Manager, focusing on people strategies for both short- and long-range plans. The primary goal is to implement workforce solutions and people strategies that enable the company to meet its objectives and commitments to our employees, leaders, and shareholders. The Mgr., Sr., Human Resources is comfortable with extracting and manipulating data and people analytics to help inform their business partners and HR leadership on workforce solutions and people strategies that align with the overall HR & business strategy. HRBP’s partner with COEs in Total Rewards, Talent Management, Talent Acquisition, Employee & Labor Relations, and People Services to assist in facilitating the timely completion of talent reviews, development plans and learning, performance management and matters relating to compensation, benefits, labor, employee relations, and employee service & inquiries. Incumbents are actively engaged in supporting and driving culture, engagement, and diversity & inclusion opportunities within their plant. JOB FUNCTIONS Supports: Visalia, CA Foodservice converting facility client group of manufacturing and processional employees Partners extensively with leaders and brings a strategic approach to the people side of business and functional operations as it relates to short and long-range planning. This thoughtful and deliberate work is designed to deliver people solutions that enable the business to meet or exceed operational and financial commitments. Assists assigned client groups in conjunction with COE’s in the areas of employee & labor relations, investigations, compensation planning, talent management (all focus areas), people services (HR operations), compliance, and total rewards. Extracts & manipulates data from HR systems to help inform their HR leadership on developing workforce solutions and people strategies that align with the overall HR & business strategy. Acts as a leadership coach and mentor for leaders and individual contributors. This requires assisting leaders in developing their effectiveness and providing them tools to problem solve for their people and work-related challenges as well as helping employees understand their roles and how they fit into the broader organization. All employees’ matter and helping them understand how they influence outcomes is a critical piece of this role’s organizational influence. Partners extensively with Global Talent Management, Talent Acquisition, and Global Compensation in leading fair and equitable practices and improvement strategies across client groups that consider current needs and challenges as well as future planning and talent pipeline considerations and preparedness. Facilitates engagement, culture, and D, E,&I strategies and action plans to include championing company business resource groups & philanthropic endeavors of the company. Manages service requests and timely responses to employee inquiries and assists employees in reaching the right person, at the right time, to resolve their questions. Facilitates a pathway for two-way dialog between individual contributors and leaders as well as business units and cross functional departments in a continuous effort to bring people together. Varied team memberships and projects, as assigned, that may include cross-functional team participation and development. Other duties as assigned to include periodic HRBP coverage of other client groups as needed. DELIVERABLES Participates or facilitates workforce planning processes including the design and implantation of work processes and solutions. This includes organizational design (in some cases, reorganizations) that most efficiently enables the company to meet goals, objectives, and commitments. Develop and implement workforce action plans that include internal and external hiring while considering overall talent development, talent pipeline, and talent mobility considerations. Develop workforce resilience and flexibility through learning, development, and building employee skillsets that allow the organization internal resources to fill voids when they occur. Working across business unit and functional lines to achieve robust talent trades and opportunities. Actively participate in talent review to identify and assess bench strength leading to mentoring and coaching leaders through talent development opportunities (promotions, laterals, special projects, or short-term assignments, etc.). Coach, mentor, navigate, and help resolve cultural and inclusion-related differences, conflicts, tensions, misunderstandings, and opportunities when they arise. EDUCATION / KNOWLEDGE Four-year degree in HR or related field of study, OR Compensatory closely related work experience/education combination required in lieu of degree. SHRM Certification preferred. SKILLS Ability to work with highly confidential and/or sensitive information. Ability to organize and prioritize work and tasks required. Ability to learn and adapt to organizational structure. Ability to operate effectively at both a strategic level as well as in the details, with accuracy, and knowing when either situation is appropriate. Ability to detect essence and understand the fundamentals of how work gets done. Excellent problem-solving and analytical skills with demonstrated critical thinking and the ability to bring order to unstructured problems. Presentation, training, teaching skills and/or prior experiences. Comfort presenting information to all levels of the organization including senior level executives. SCHEDULE DEMANDS General schedule is an 8-hour M-F assignment, however, employee must be willing to work alternate schedules occasionally; that may include early mornings, nights, and/or weekends and be punctual while doing so. Occasional overnight travel to include flying, driving, riding or by rail. PHYSICAL DEMANDS Sitting or standing for extended periods of time up to 8-hours. Occasional Lifting up to 20 lbs. Reading computer screen or other electronic devices. Use of various office hand and electrical tools or equipment. KEY COMPETENCIES Integrity & Trust Action Oriented Accountability Coaching & Mentoring Positively Influencing Others (Across, Up, and Down throughout the organization) Organizational Agility Learning Agility Dealing with Ambiguity Problem Solving Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the EEO is the Law Poster #J-18808-Ljbffr