HR Business Partner - H

Bringing Home the Dough

The Human Resources Business Partner seeks to build a strong advisory relationship with bakery leaders and acts as the main HR strategic advisor to deploy HR strategies and solutions at assigned facility or facilities. Position is responsible for managing the entire human resource function including human resource policies and procedures, compensation, training and development, employee relations, as well as many payroll functions. This role also functions as a bakery and employee advocate and change champion. Position helps to forecast the needs of the business from an HR perspective. Partners with Talent Management to deliver learning and development opportunities and to assist with succession planning and retention efforts. The HR Business Partner is also responsible for managing the remainder of the talent lifecycle at assigned facility or facilities: managing the sourcing and recruitment of talent, positive onboarding, appropriate retention strategies, and facility exits.

Position requires demonstration of competency for all on-the-job activities that may have a direct or indirect affect on product safety, legality and/or quality.

Rising to the Challenge: Position Responsibilities

• Directs the execution of the company’s human resource and labor relations policies, procedures, and programs. Provides general supervision for company-wide activities of personnel administration, wage and salary administration, management training and development, safety, benefits administration, employee communications, employee activities, staffing, legal compliance and labor relations.
• Actively promotes and reinforces Flowers Foods corporate values and culture
• Partners with plant leadership as the primary HR strategic advisor for the bakery
• Develops a trusted advisor relationship with plant leadership and proactively provides advice and the people context for business decisions
• Works with corporate stakeholders and regional HRBPs to manage and build a strategic talent pipeline in the facility through the execution of recruiting, talent development, performance management, and leadership development strategies
• Trains and develops plant leadership team
• Promotes the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives that meet the business needs of the facility
• Interprets HR policies and approve exceptions to policy within delegated authority and escalates exceptions outside of delegated authority to regional HRBPs
• Actively listens and seeks to understand various points of view to arrive at best solution
• Embraces and drive change for HR programs
• Develops and disseminates the facility’s affirmative action plan
• Maintains all human resource files and salary records for employees and temporary labor, both electronically and in files.
• Administers wage and salary policies and the performance management process for employees.
• Responsible for the administration of the total pre-employment process including sourcing, recruiting, interviewing, investigating and screening of all applicants, referring qualified applicants to appropriate departments, and managing the onboarding processes
• Supports employee engagement and cultural programs and initiatives
• Confidently manages upwards and downwards throughout the organization.
• Monitors HR data and trends and leverages business intelligence to provide new insights.
• Monitors results of the delivered HR programs, and works with the Regional HRBPs, Centers of Excellence and HRSS to implement facility changes and improvements as needed
• Keeps Regional HRBPs informed on all pending human resource and labor matters, and lends necessary assistance as requested
• Responsible for ongoing professional development of the Human Resources Department
• Practices and complies with all Company policies and procedures (EEO, Harassment, Affirmative Action, Safety, Sarbanes Oxley, etc.)
• Performs other duties which are deemed by management to be an integral part of the job, including but not limited to fulfillment of work schedules, adherence to attendance policies, and other applicable operating rules, policies and procedures
  

Knead to Know: Preferred Qualifications

3 or more year’s progressive human resources experience.

Must have the ability to operate with a very high degree of autonomy within the frame work of recommended corporate policies

2+ years in an Employee and Labor Relations / Union environment, preferrably with Multi-Unit Labor Relations Experience.

Additional Ingredients: Essential Job Requirements

A four year degree in Human Resources Management or related field.