Function as a strategic HR partner for a client group (i.e., division, area, region, group). Develop and deliver the People Plan for the client group to support the achievement of their business strategy and growth objectives. Work in partnership with the group's senior leaders to identify and understand the business challenges and opportunities, and, in line with DFA HR strategy, deliver 'fit for purpose' people initiatives and solutions to enhance employee and business performance. Duties and ... more details
Function as a strategic HR partner for a client group (i.e., division, area, region, group). Develop and deliver the People Plan for the client group to support the achievement of their business strategy and growth objectives. Work in partnership with the group’s senior leaders to identify and understand the business challenges and opportunities, and, in line with DFA HR strategy, deliver ‘fit for purpose’ people initiatives and solutions to enhance employee and business performance.
Duties and Responsibilities:
Create an operational People Plan that supports the client group’s business strategy and growth agenda and is aligned to the divisional people strategy. Build key measures of success and track progress against this
Function as a key leader of the client group’s leadership team participating and contributing to business strategy and people strategy
Provide trusted and respected advisement within the client group on all people and culture related matters
Work collaboratively with the Human Resources teams to ensure alignment and positive execution of all current DFA human resources strategy, policies, and procedures
Using the agreed DFA talent management framework, manage the current and future talent needs across the client group through acquisition, talent and succession management
Partner with the Talent and Organizational Development (OD) center of expertise to deliver a quality onboarding process for new employees
Assess talent needs across the business in conjunction with the leadership team and ensure robust talent management to create a sustainable pipeline of talent for the client group
Manage the succession planning process in the client group to ensure quality leaders are identified and developed and successions gaps are covered
Work with Operations to create employee engagement and implement employee engagement structure
Understand the leadership development needs within the group and partner with Talent and OD to deliver leadership development interventions that build the bench strength within the group
Identify key development needs within the client group and partner with Talent and OD to close key capability gaps
Facilitate the annual performance process within the client group. Coach and support leaders to deliver regular, candid performance feedback and ensure all employees have a targeted development plan
Develop and deliver local employee engagement actions, in conjunction with leaders to create an environment where all employees feel safe, happy and well
Manage the annual compensation and bonus review with the client group, using the DFA framework and delivering within budget. Help leaders understand the importance of differentiating performance and compensation
Provide coaching to leaders within the business to support the resolution of employee and team issues
Partner with Employee Relations, when needed, to recommend appropriate action and resolve complex cases and disputes
Develop and champion the diversity and inclusion objectives with the client team to ensure DEI commitments are delivered
Manage the people component of integrating businesses within the client group ensuring robust planning, execution and change management
Work with leadership team/s to identify the future workforce capability requirements for the business to build and sustain strategic imperatives
Review and recommend the optimal organization design to enable delivery on the business strategy
Create and maintains a positive work climate by inspiring and engaging the team
The requirements herein are intended to describe the general nature and level of work performed by employee, but is not a complete list of responsibilities, duties, and skills required. Other duties may be assigned as required
Undergraduate degree in Human Resources, Organizational Psychology, Business Administration, or related discipline (or equivalent combination of education and experience)
Master’s degree preferred
10+ years of progressive generalist human resources experience in modern, best practice HR functions
Experience with manufacturing workforces
Experience with HR information systems and Microsoft Office applications
Human resources management experience preferred
Food industry experience preferred
Experience in a union environment may be required or preferred for supported location(s)
Comprehensive knowledge of Human Resources principles, concepts, and practices
Working knowledge and familiarity with federal, state, and local HR and payroll requirements
Proficiency with Microsoft Office applications and HRIS systems
Knowledge of California OSHA requirements
Able to consider both strategic and practical implications for proposed course of action
Self-starter with high energy levels; able to be proactive, dynamic, and make things happen
Able to build credible, effective relationships with business leaders, peers and team members across a large and complex organization
Able to demonstrate sound business and commercial acumen; able to align people solutions to business needs
Able to interpret and apply company policies; able to apply an understanding of key legal precedents, policies and practices to protect the interest of the Company and its employees
Able to analyze data and make decisions based on all relevant information and build recommendations and solve problems based on this data
Able to exercise sound judgment, strong coaching, influencing, and conflict resolution skills
Able to handle challenging or conflict situations with tact and professionalism
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