Food & Beverage

HR Business Partner

  • Negotiable
  • New Britain, Connecticut
  • Food & Beverage

Are you a dedicated & experienced HR leader?

We are working on behalf of a major global beverage manufacturing businesses to appoint a HR Business Partner to manage & be at the forefront of an imminent growth period.

Reporting into the COO, you would lead and integrate various functions and execute support for growth transition for an already well established business.

Acting in partnership with all operational functions, you will need strong leadership skills and high learning agility to help focus on results, change, collaboration, problem solving, talent development and engagement.

We are looking for a innovative HR Business Partner who has experience within growth & retention. A strong relationship builder, who can provide leadership. A progressive personality, who values culture and has passion around building teams.

This person will be a key member of management, therefore we require someone with 6-8 years of experience within a similar role and a professional certification within Human Resources.

Main attributes as follows:

  1. Employee Compensation and Retention: Manages and administers all compensation programs and benefits programs for the site including payroll, benefits programs, 401k, tax and deductions. Leads annual compensation review and develops employee retention and engagement strategies for the site.
  2. Recruitment: Oversees and administers the recruitment of management, professional, trades, and administrative support staff for the company; provides expert guidance and consultation to management in all aspects of the recruitment, selection, and compensation processes, including managing the interview, selection and offer process as well as leading the on boarding programs.
  3. Employee Relations: Provides leadership, and quality control in the administration and interpretation of employment, employee relations, and performance management policies; systems, procedures, and documentation; develops and implements internal protocols and procedures in accordance with existing employment law, regulations, policies, and systems.
  4. Conducts investigations and makes recommendations as appropriate regarding issues of staff disputes and grievances, staff misconduct, and policy infractions; provides mediation, advice, and guidance to management in these areas, as appropriate.
  5. Designs and implements personnel management programs, services, strategies, and initiatives that are responsive to the needs of the company's facilities and guarantees close integration with overall company policy; monitors program efficiency, develops reporting procedures and other methods to measure success, and revises processes and procedures as necessary to improve program effectiveness.
  6. Conducts outreach recruitment activities with educational and community groups, minority organisations, and public employment offices to establish rapport and maintain employment referral contacts to ensure the company is actively working to fulfil its Affirmative Action goals.
  7. Provides day-to-day guidance and support to management regarding personnel management practices, interpretation of company personnel management policies, problem resolution, and compliance with federal and state law; develops and maintains written departmental procedures to guide management in the application of established recruitment, employment, and compensation processes and documentation.
  8. Oversees the development, management, and implementation of a variety of training programs to ensure the facility's general population and management staff is proactively trained meeting the needs of the respective departments.
  9. Performs training needs analyses, as appropriate, and initiates, develops, and/or coordinates the implementation of specific training and development programs for management, staff, and operators; conducts new employee orientation and associated activities.
  10. Supervises the maintenance of applicant and employee personnel files, and the accurate entry of data to personnel management information systems and databases.
  11. Oversees and coordinates the activities of the personnel management staff, to include assignment of work and special projects, monitoring workload and productivity, performance evaluation, and promotion of training and development; participates in the recruitment and hiring of subordinate staff as appropriate.
  12. Develops annual operating budgets and provides fiscal direction to the personnel management departments. Provides routine and appropriate HR related metric feedback to the team.
  13. Performs miscellaneous job-related duties as assigned.

Skills required:

  • Skill in organising resources and establishing priorities.
  • Ability to maintain confidentiality of records and information.
  • Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
  • Knowledge of a range of recruitment strategies and techniques.
  • Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
  • Ability to make administrative and procedural decisions and judgements on sensitive, confidential issues.

Andrew Jackson Principal Consultant – Consumer, FMCG, Food and Beverage
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