Human Resources Business Partner

Responsibilities Scan the organization for opportunities to enhance capabilities and productivity, acting as a hands‑on consultant to management to address improvement opportunities. Track, analyze, and utilize appropriate workforce data from HRIS and other sources to make fact‑based organizational and people decisions. Determine and recommend employee relations practices necessary to establish a positive work environment and promote fairness and consistency. Offer guidance and assistance to plant personnel in dealing with day‑to‑day employee relations issues. Provide accurate and consistent policy interpretation and administration. Act as the company representative for the associated union, manage and coordinate the grievance process, and interpret the labor contract. Partner with the organization and the manufacturing facility’s leadership to confirm labor needs and ensure optimal organizational structure. Identify candidates for job requirements. Ensure efficient, timely, and cost‑effective recruitment of qualified candidates for approved positions, partnering with recruiting resources and agencies as needed. Recruit for all exempt, non‑exempt, and hourly positions in the facility. Manage the performance management process and developmental needs of staff. Develop, conduct, and/or coordinate training programs that address staff developmental needs. Participate and champion safety within the facility, including serving on the Plant Safety Committee. Maintain the OSHA Recordkeeping process. Oversee and manage all workers’ compensation claims within the facility. Implement and manage core human resources policies and procedures of the facility as well as corporate policies. Assure consistent interpretation of policies and procedures across departmental lines within the manufacturing facility. Foster a climate of individual growth for all employees through coaching and training. Lead management training programs to facilitate the development and growth of the plant management team. Provide consultation to client groups and assist in administering compensation and benefits changes associated with personnel transactions. Qualifications Must have an associate’s degree; a bachelor’s degree in Human Resources is preferred. At least 5 years of experience in human resources functions. Ability to establish credible, consultancy‑based relationships with senior leadership, demonstrating solid business acumen to provide value‑added HR solutions. Ability to connect effectively with employees at all levels and across functions, accurately reading different cultures and work styles and adapting approach to maximize impact. Excellent oral and written communication skills. Strong working knowledge of legislation and external best practices of employment, compensation, and benefits. Ability to develop and present compelling people‑related business cases and recommendations. Ability to integrate data from interviews, reports, and other data sources to make appropriate employment decisions. Excellent organizational and project management skills. Strong analytical and problem‑solving capabilities, emphasizing solutions rather than problems. Demonstrated ability to take on new or unfamiliar assignments and increasing responsibilities. Effective coaching, negotiation, conflict management, and mediation skills. Proactive identification, initiation, and drive of necessary business change within or across functions. Ability to balance strategic thinking with urgent action to “get things done.” Recognizes different organizational cultures and seeks to understand before making changes. Equal Employment Opportunity Equal Employment Opportunity: B&G Foods is an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you’d like more information about your EEO rights as an applicant under the law, please see #J-18808-Ljbffr