Reporting to the Senior Director, Human Resources, and a member of the Supply Chain & Operations (SC&O) Leadership team, this role translates supply chain strategy to HR priorities and coordinates their successful execution. The role involves strategic workforce planning, organizational design, change management, talent management and employee relations.
- Partners with supply chain leaders to lead workforce planning process, monitors adherence to plan throughout the year and follows up variances as needed.
- Evaluates effectiveness of supply chain and operations people practices against best practices and continuously looks for ways to improve them.
- Leads talent management process for SC&O (goal setting, performance reviews, talent planning, engagement, compensation planning, etc.).
- Stays connected to business activities and supports the management team in communicating significant operational changes.
- Assesses learning and development needs across the department and sources solutions to meet those needs either internally or externally.
- Drives employee engagement initiatives including assessment of employee engagement survey results and action planning in partnership with SC&O management team.
- Evaluates talent data such as Time-To-Fill, Rate of Promotion, Internal / External compensation equity, etc. to identify opportunities for alignment with talent and compensation philosophies.
- Consults and advises team on routine employee relations and disciplinary matters.
- Participates with global and North American Griffith HR team members on strategic initiatives and projects that support ongoing priorities and long-term strategies for the organization.
- Provides day-to-day coaching to people managers.
Aligned to HR Business Manager capabilities, the successful candidate will successfully perform in the following areas:
- Change Enablement: Drive change by taking a comprehensive approach, including the development of a change ready culture. Bring forward unique needs of manufacturing population and management.
- Employee Development: Address divisional capability gaps and supply talent development processes and solutions, leveraging internal resources and external best practices.
- Employee Engagement/Relations: Work with leaders to develop and implement broad-based employee engagement solutions. Investigate and resolve plant employee relations issues.
- Performance Management: Work with managers to set business aligned and measurable goals and provide ongoing performance feedback. Support management to ensure annual process is executed effectively, in a compliant and fair way, and within timelines.
- Talent Acquisition: Develop proactive strategies to attract key talent. Work with Talent Acquisition Manager to support the talent acquisition process for all the division.
- Compensation: Support management in executing salary planning process. Administer pay changes and annual hourly compensation process.
- HR Operations: Perform operational/tactical human resources activities as required. Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting comply.
- Minimum of bachelor’s degree, ideally in a business-related discipline required. MBA or post graduate qualification in HR or Organization Development or certification as a Certified Human Resources Professional [CHRP] would be considered an asset.
- 7 – 10 years progressive experience in HR management to include employee relations, compensation, benefits, talent acquisition, organizational design, talent management and development.
- Prior experience in a manufacturing environment is preferred
- Strong leadership, influencing and coaching skills.
- Strong consulting skills with the ability to constructively challenge others
- Demonstrated strength in building trusting relationships with all levels in the organization.
- Must be a self-starter with the proven ability to successfully perform in a changing environment that involves directing multiple projects and developing and executing strategy, while balancing tactical requirements of the role.
- Strong communication, problem solving, organizational and time management skills.
- A positive, self-motivated team player.
- Experience with disability management.
- Ability to influence and coach management and leadership teams.
- Ability to use good judgment and discretion with highly confidential business and employee information.
- Must be available to have a presence on off-shifts.
What We Offer (*):
Health and Group Benefits (100% of premiums paid by Griffith foods)
Education reimbursement program
Life event recognition and on the job recognition
Generous defined contribution retirement plan
Career development and growth opportunities
Equal Opportunity Employer:
Griffith Foods is an equal opportunity employer. We respect and seek to empower each individual and support the diverse cultures, perspectives, skills and experiences within our workforce. We are committed to building a team that represents a variety of backgrounds, we celebrate diversity and are committed to creating an inclusive environment for all employees.
If you need assistance or an accommodation due to disability, please let us know at the time of your scheduled interview.