Nestlé USA and Gerber have always been committed to offering healthy foods and products in people’s lives from the beginning. We are dedicated to bringing even more quality ingredients and nutritious foods. Nestlé USA and Gerber are transforming what we do, how we do it, and how we work to enrich healthy lives.
Now is the time to define your future, and ours, too. Find your fulfilling personal and professional life, matched with our competitive benefits, focus on innovation and limitless opportunities to learn and advance your career. Discover the ways that Nestlé USA & Gerber values and supports our employees and community. Giving back continues to be a part of our tradition. As the world’s leading nutrition, health and wellness company, our focus is not only about nourishing our customers, it’s about enriching you.
Gerber has an exciting Human Resource opportunity based in our Eau Claire, Wisconsin facility. This person will be responsible for the overall operation of the Human Resource function within the factory. This includes responsibility for human relations, strategic planning, salary administration, labor relations, training and development, budget guidelines, legal updates and compliance issues, plant wide communication coordination, coordination of HR services at facilities, succession planning, leadership development and Nestlé HR initiatives.
PRIMARY RESPONSIBILITIES AND % OF TIME:
Human Relations: Communicates with all levels of associates regarding plant policies and practices, benefit and compensation programs, contract interpretation, etc. Problem resolution is an important part of this function. Proactively establish strong working relationships across the entire organization at all levels. Understand and influence plant culture to support business direction (20%)
Leadership Development: Works closely with the Management and Leadership teams to coach and develop their skills and facilitate teamwork. Drive and utilize the Talent Management and Succession Planning processes to ensure that the right people are prepared with the right skills for the right roles (or future roles) at the right time. Partners with management in drafting and reviewing corrective action and performance improvement plans (15%)
Training & Development: Leads the development of sound Training and Development practices; including needs analysis and training design work that enhances the operations along with the individual talents of associates ensuring that talents are being utilized to the best of abilities. Sets an annual training plan and ensures the successful orientation of new associates. Leverages support from Corporate Learning Management Team (10%)
Budgets: Ensures budgets are developed and adhered to in all HR and Training & Development areas (10%)
Salary Administration: Manages the compensation system and structure. Oversees the Staffing function as it relates to Affirmative Action, Compensation (including Unemployment compensation) and compliance issues. Administers both the DG/Annual merit increase and bonus processes (5%)
Strategic Planning: Analyzes and forecasts both Human Resource & Training needs along with Plant Operations needs to provide direction for the facilities. Understands business challenges and provides input to business strategy. Tracks corrective action plans and exit interview data to determine trends and recommend possible solutions to reduce organizational risk and improve employee engagement (5%)
Legal Updates & Compliance Issues: Key contact for all legal issues regarding employment. Leads harassment and discrimination investigations. Maintains compliance for the site and answers legal charges (5%)
Benefits: Oversees the administration of benefits communication, compliance and information on all programs (5%)
Staffing: Oversees the Talent Acquisition process for the site ensuring opportunities for diversity while meeting the needs of the plant within budget constraints. Work with Plant Leadership to create a succession plan for the operations and periodically review and revise as the needs of the facility change along with employment levels (3%)
Plant Communication Coordination: Plans and facilitates communication throughout facility including Plant wide meeting functions, leadership meetings, and white board communication (2%)
Performs other duties as assigned.
REQUIREMENTS AND MINIMUM EDUCATION LEVEL:
Required: A Bachelor’s (BA or BS) in Human Resource Management or related field (e.g. Business, Organizational Communication, Industrial Psychology) plus a minimum of five years experience in Human Resources. Must be willing to relocate in the future.
Preferred: PHR or SPHR Certification through HRCI/SHRM. Experience working in a TPM environment.
• Human Resource experiences should be in a Generalist capacity with experiences in the majority of the following: • Training and development, legal compliance, employee relations and staffing. • Labor relations experience from a unionized facility with work in contract administration is greatly preferred. • Knowledge of state and federal employment law and applications • Prior experience in managing others strongly preferred.
SKILLS: Core competencies include but are not limited to: leadership, communication skills (strong verbal, public speaking, facilitation and written skills required), organizational strategy, conflict resolution, interpersonal skills and judgment skills. Must be able to prioritize and make decisions. Strong reading and comprehension skills for contract and legal interpretation necessary. Must be flexible and adaptable, and have the ability to stay focused and positive in a changing environment.
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