Senior human resources manager job description

Lactalis Group, the world leader in dairy, is a family-owned business with more than 85,000 pragmatic and ambitious professionals worldwide, committed to providing healthy and delicious dairy products that bring people together every day. At Lactalis, our core values of AMBITION , ENGAGEMENT , and SIMPLICITY are at the heart of everything we do.

If you're looking for a unique experience with a company that offers strong brands, professional expertise, and a dynamic work environment that champions entrepreneurial spirit, hands-on responsibility and real opportunity for career development, we want to hear from you!

At Lactalis USA we are dedicated to building a diverse, inclusive, and authentic workplace and we know that our candidates come from many different backgrounds, cultures, and experiences. If you're excited about this role but your past experience doesn't align perfectly with every qualification in the job posting, we still encourage you to apply and share with us your STORY , your PASSION , and your EXPERTISE ! You may be just the perfect candidate for this or other roles within our company.

From your PASSION to ours

The Senior Manager, HR partners with leadership of the plant to build people capabilities that enable business results to be delivered. The Senior HR Manager will follow HR practices and processes to serve plant Directors, managers, and employees. Set priorities for HR team and manage HR team members, including Security. Lead completion of HR processes, including appraisals, compensation, Talent Acquisition, and Talent Development. Through HR team, administer Payroll and Onboarding. Communicate with, engage, and recognize employees. Address employee issues. Interface regularly with the Corporate HR Team. Reports directly to the Site Director.

From your EXPERTISE to ours

Key responsibilities for this position include:

Develop strong relationship with plant leadership and serve as employee resource. Partner with managers to appraise, develop, communicate with, engage, compensate, and recognize employees.

Address employee issues, including performance and discipline. Conduct investigations. Refer to employee handbook, clarifying policies.

Manage HR team, including Security.

Manage Talent Acquisition through HR team member, including job postings, employee referrals, and applicant selection. Assure strong new hire Onboarding and Orientation experience.

Manage plant Training Plan. Able to deliver soft skill training.

Generate HR systems reports to understand items such as turnover to then take action. Develop action plan and follow up with managers in charge of location.

Conduct benefits Open Enrollment through HR team member.

Process Payroll through HR team member.

Interface regularly with Corporate HR Team, and, where needed Legal, Compliance, and Safety.

May fulfill Safety responsibilities.

Travel and / or extended or off work hours may be required.

This description reflects management's assignment of essential functions, it does not proscribe or restrict the tasks that may be assigned.

Reasonable accommodations may be made to enable individuals with disabilities to perform these Essential Duties and Responsibilities.

Lead External audits for subjects related to HR & Security.

Establish a relation of confidence with managers and employee. Spend time on the production floor to open line of communication.

Develop Strategy and Action Plan vs hiring, communication, retention, training, well-being of employees at work.

This description reflects management's assignment of essential functions, it does not proscribe or restrict the tasks that may be assigned.

Supervisory Responsibilities:

Incumbent is responsible for the overall direction, coordination, and evaluation of these units in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

Requirements:

From your STORY to ours

Qualified applicants will contribute the following:

Education

Bachelors degree or equivalent experience required;

MBA degree is preferred; or equivalent experience to include a minimum of eight (8) years job related experience

Experience

5+ years Management experience required

5+ years related experience required

Experience in Food Industry preferred

Large plant experience

Specialized Knowledge

Employment and Labor Law

Labor Costs

Training hands on experience

Skills/Abilities

Microsoft Office, especially Excel

Strong communication and interpersonal skills

Ability to organize, multi-task, and prioritize

Maintain strict confidentiality

Business acumen

Professional Certifications

SPHR or PHR certification preferred

PI

Greif offers a great working environment and the opportunity to make an immediate impact at a company where your ideas are always welcome.
Job Requisition #:
022028 Sr. HR Manager, Corporate Functions (Open)

Job Description:
Provides strategic HR partnership to senior leaders within Greif's global corporate functions. Ensures quality operations of human resources processes and implementation of the organizations mission and talent strategy. Provides oversight for talent, workforce planning and global and regional programs.

Key Responsibilities
Planning and directing HR line operation goals and objectives and builds partnerships with HR business partners in other regions and countries to support execution. Leads and manages HR Business Partner(s) and Office Administration colleague(s) as aligned to the functions or business units of oversight.Collaborates with senior leaders to understand the organizations goals and strategy related to staffing, recruiting, and retention.Supports senior leadership, Vice Presidents, and overall functions by providing human resources advice, counsel, and decisions; analyzing information and applications.Plans, leads, develops, coordinates, and implements policies, processes, training, and initiatives to support the organizations human resources compliance and strategy needs.Oversees the administration of human resources programs including, but not limited to, compensation, benefits, and leave; investigations; performance and talent management; productivity and recognition; occupational health and safety; and training and development.Conducts research and analysis of organizational trends including review of reports and metrics from the organizations HRIS or talent management system.Champions and integrates key programs and initiatives across the colleague lifecycle into operations of respective functions or business units including but not limited to: Colleague Engagement, Career Development, Colleague Resource Groups, Leadership Development, DE&I, etc. Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.Prepares executive presentations on key strategic initiatives for broad and/or senior audiences.Monitors and ensures the organizations compliance with employment laws and regulations. Recommend best practices; reviews and modifies policies and practices.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.Communicates goals and objectives, applies company policy, staffs, trains, coaches, recommends salary increases, ensures positive colleague relations and reviews the performance of colleagues.Performs other duties as required.
Education and Experience
Typically possesses Bachelor's degree (or equivalent) and 10 or more years of experience.
Knowledge and Skills
Exceptional verbal and written communication skills.Exceptional interpersonal and customer service skills.Exceptional organizational skills and attention to detail.Excellent analytical and problem-solving skills.Excellent leadership skills.In-depth knowledge of HR line operations.Thorough understanding of Human Resources and its strategic implications to the organization.Ability to prioritize tasks and to delegate them when appropriate.

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EEO Statement:
htps://www.greif.com/uploads/media/default/0001/03/230497a078bec89c55df07d1d04e7f6db5ac6122.pdf

We offer a competitive salary, excellent benefits and opportunity for growth. Greif, Inc. is an equal opportunity employer. We will not discriminate against any applicant or employee on the basis of sexual orientation, gender identity, race, gender, religion, age, national origin, color, disability, or veteran status. EOE/Minority/Female/Disabled/Veteran. For more information read Greif's Equal Opportunity Policy.

The Sr. Manager HR Excellence Portfolio is responsible to drive HR Excellence in the function and efficiency of the HR Management Operating System. S/he will determine the strategic purpose of every current and future or potential HR project or program and work across HR to solution end-to-end HR process improvements, identify continuous improvement (HRCI) opportunities. This means working closely across Global Process Owners (GPOs), CoEs, Business HR, and HR Shared Services to understand business needs and define and to prioritize and monitor the progress of those solutions enabled by technology to deliver business strategy and workforce experience.
Core Responsibilities:
Manages day-to-day HRCI Operations and team Accountable for HRCI Effectiveness - planning, management timely completion and quality of initiatives Defines HRCI operational processes - intake, ongoing listening, governance Partners with GPOs on qualifying HRCI initiatives, prioritization, requirements, planning etc. Collaborates with COEs / HRSS / IT / Vendors to lead completion of HRCI initiatives Collaborates with HRBP Leaders to track effectiveness of HR programs and solutions Chairs the ongoing HR Governance meetings, Lead communications with different stakeholders to help build and run Steady State ProcessesBring Industry standard to enhance Steady State Process throughout the life cycle of the HRCI GovernanceBuild E2E Governance Structure with right rigor and discipline Develop project charters that clearly define project mission, objectives, business benefits, critical success factors, scope, approach, resource requirements, budgets, schedules, milestones, risks and assumptions; Document Risk, Actions, Issues, and Decisions (RAID) management from HRCI side Development of leadership dashboards, presentations, status cards, etc.Drive execution of HRCI projects from the prioritized project list end to end; Manage project teams ensuring teamwork, defining project roles/responsibilities, sourcing project resources, assigning project tasks, assessing project team performance, obtaining/managing external supplier resources Ensure that assigned projects are completed on time, within budget, meet business objectives and remain aligned to approved enterprise architecture standards.

Qualified candidates will have:
Mandatory requirements:
Bachelor's Degree in Human Resources, Business, Technology, or other analytical discipline, with relevant standalone certificates / coursework10+ years' experience in HR, including HR process design, HR data mgmt., functional HR solution design, digital operations, and technology solution implementations4+ years' experience with modern HR technology solutions such as ServiceNow HRSD, Workday and Ring Central Contact Center and other Employee Experience platforms Sound portfolio management skills and program evaluation and scoring tools, able to build portfolio/program metrics to measure success Advanced skills in HR process and data analysis, process design/mapping, requirements documentation and solution testing Strong HR process knowledge of standard processes such as Core HR, Talent Acquisition, Onboarding, Offboarding, Talent Management, Leave of Absence, Learning and/or CompensationExperience with digital experience design, knowledge of core HR personas, and solution personalization concepts Ability to challenge stakeholders and involved parties at every step to track workforce experience solution impacts and business outcomes Experience in engaging and influencing stakeholders and strong communication skills Experience working with globally-distributed, international teams Strong general consulting skills and risk management skills Team management experience is preferred

Desirable requirements:
Workday HCM process and data architecture knowledge Workday HCM solution design (functional) and implementation experience ServiceNow HRSD portal, case management and workflow design and implementation experience Design-Thinking Methodology Experience

Ingredion provides accommodations to job applicants with disabilities throughout the hiring process. If a job applicant requires an accommodation during the application process or through the selection process, we will work with the applicant to meet the job applicant's accommodation needs.

#LI-MM1
We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, color, religion, age, national origin, gender, gender identity, gender expression, sexual orientation, marital status, veteran status, military status, or disability status.

Relocation Available:
Yes, Within Country