Job Abstract

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)
• Certification and/or License – Human Resources certifications preferred (e.g., PHR/SPHR, SHRM, HRCI)
• 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
• Able to maintain confidentiality of information
• Able to prioritize, multi-task and meet deadlines
• Must be able to read, write and speak English

An Equal Opportunity Employer