Human Resources Business Partner - Corporate/Sales
This position can be based in Hanover, PA or Charlotte, NC. Snyder's-Lance has an exciting opportunity for a talented Human Resources Business Partner in our Hanover office. This position will support 3 high performing East Coast Sales Regions that consists of REMOTE associates. If you are interested in joining our team we want to hear from you. Last minute travel maybe required. Job Summary The HR Business Partner is responsible for leading the human resources function supporting our corporate and/or sales locations. Has responsibility for workforce planning and talent management, employee relations, wage and salary administration, training and development, safety and health, benefits, and employee services under the guidance of the HR Director. Essential Job Duties Acts as key partner to the business and leads people discussions to ensure we have the right size organization with the right people in the right roles. Coordinates and communicates human resources initiatives with corporate HR partners to ensure alignment with HR strategy. Manages and implements a variety of corporate Human Resources strategies and balances business partner and corporate HR initiatives. Provides appropriate communications and promotes employee understanding of programs, policies, and objectives. Participates as an active member of the leadership team and the HR team. Understands business drivers and connects people objectives to business partner objectives. Supports change initiatives and effectively manages change through appropriate techniques. Coaches leaders on all people and change management initiatives. Implements and executes effective communications to support company strategic plan/objectives, company values, etc. Fully engages Leadership in understanding HR initiatives, policies, procedures and processes. Knows/understands talent and recommends and implements succession and development strategies, in partnership with OD. With the support of the HR Director, helps develop leaders by providing coaching and feedback regularly. Partners with OD and Training to conduct management training in interviewing, hiring, terminations, promotions, performance review, safety, and harassment. Partners with plant leadership and corporate training and organizational development to proactively identify additional leadership training opportunities. Implements training solutions as appropriate. With leaders, drives efforts to increase engagement of our associates to ensure a positive work environment. Proactively works with leaders and associates to identify and resolve areas of concern with work environment, culture, etc. Identifies opportunities to implement Positive Associate Relations training and tools. Ensures legal compliance with various governmental laws and regulations covering areas such as OSHA, EEOC, FMLA, safety, employment, wage and hour, workers' compensation, etc. Maintains awareness and knowledge of HR laws and company policies and procedures. Remains current on federal, state, case law changes, pending and legislative labor law initiatives, and monitors labor law updates for changes that affect HR. In conjunction with Director of HR, supports workforce planning conversations with leaders. Consults with management to prepare recruitment projections and staffing budgets. Manages and executes local recruitment strategy and job placement for all levels of employment including regular and temporary labor; internal and external candidates. In conjunction with business partner leadership, develops and implements hourly recruiting strategy. Partners with corporate talent acquisition for all salaried positions (grade 11 and above). Conducts and manages new hire orientation, on-boarding and training programs for all new employees (including new leaders). Manages department records and reports such as applicant tracking system, data on recruitment activities, applicant flow, interviews, hires, transfers, promotions, and terminations. Ensures all employee files are maintained properly and in accordance with all federal, state, local and company regulations. Administers employee benefits programs, performance review program, salary administration, safety program, etc. Supports and coordinates management training on program effectiveness, compliance and equity, as well as provides regular coaching to leaders. Maintains appropriate records. Investigates accidents and prepares reports for carrier (with Safety Manager if applicable). Coordinates plant safety committees and initiatives. (This may be a secondary responsibility if plant location has Safety Manager). Partners with Benefits team to implement health and financial wellness strategies to support all associates. Represents company to local community through associate engagement in local community events, participating in local events as needed and creating product and employment brand awareness. Responds to and resolves employee complaints and employee relations issues with guidance of the HR Director and requests by government agencies as required. Investigates serious conduct and compliance issues with assistance of HR Director and Legal. Represents Company at hearings. Advises management. Manages HR budget to little/no variance; makes strategic financial decisions to best support business needs and support employee relations efforts. May perform other duties as required. Scope of Responsibility Works in alignment with leadership team, corporate HR functions on executing organizational initiatives; works independently on tactical execution, privy to confidential information including site-specific strategies and objectives. Responsible for managing HR budget. Direct supervisory responsibilities are dependent on the number of employees at the location; typically up to 1 HR team member. Provides HR support for multiple senior leaders and/or leadership teams based within multiple locations, Supporting 300+ employees, at various locations. Knowledge and Skill Requirements Ability to build trust, influence others in a positive manner, develop meaningful relationships with all levels of associates and leaders; delegate to and develop others Ability to read, analyze and interpret common scientific and technical journals. Ability to respond to common inquiries and complaints. Ability to effectively communicate both verbally and written. Ability to define problems, collect and analyze data, establish facts, and draw valid conclusions. Uses intuition and experience to compliment data. Ability to exercise discretion while managing confidential information. Proactively identifies solutions and strategies. Knowledge of Word Processing software, Spreadsheet software, and Internet software. Knowledge of Applicant tracking system and Talent Management system a plus. Education and Experience Bachelor's degree and a minimum of 5 years of HR experience and/or training; or equivalent combination of education and experience. Professional Licenses or Certifications PHR certification desired, but not required Travel Required Minimal travel, could be up to 25% depending on customers, typically attend HR/company meetings.