Job Information
Post Holdings Inc. HR Manager (Plant) Winchester in Winchester, Virginia
Brand: 8th Ave Food & Provisions
Categories: Human Resources
Locations: Winchester, Virginia
Position Type: Regular Full-Time
Remote Eligible: No
Req ID: 23509
Job Description
Business Unit Overview
8th Avenue Food & Provisions is a growing organization made up of businesses that produce and sell quality products including pasta, peanut butter, granola, and fruit and nut trail mixes to retail, foodservice and ingredient customers. The company was formed in October 2018 through a combination of Post Holdings’ private brands businesses and is owned by Post Holdings and funds affiliated with Thomas H. Lee Partners, L.P. (“THL”), a private equity firm.
Responsibilities
Position Summary:
8th Avenue Human Resources Managers are both guardians of our culture and strategic business partners. Our HR Manager is accountable for the overall performance of the Human Resources function at one of our plant locations and provides value through effective HR business partnership, project leadership, employee development, safety leadership, and process improvement. This role provides an opportunity to work with enterprise functional partners to develop and implement global strategic 8th Avenue projects, fostering organizational growth.
Duties and Responsibilities:
Serve as strategic HR business partner for one of our production facilities. Provide customer-oriented business partnership to Plant Manager and department leaders to address people challenges. Strategically use analysis, best practices and external information to develop and implement solutions to people challenges (recruiting/sourcing, employee retention, organizational development, employee development, and change management). Lead all people processes at Plant including Recruitment, Onboarding, Performance Management & Disciplinary actions. Lead Compliance for the plant and ensure that plant is compliant with all labor processes Partner with enterprise HR support staff to lead and execute annual HR processes including employee engagement expectations and objective setting, performance management, merit, short term incentive planning, production compensation evaluations, and benefits enrollment. Lead site investigations. Ensure that employee issues are investigated in a thorough and timely manner; mitigate risk and close gaps in policies and processes through detailed action plans. Use investigation tools, resources, and records management standards to ensure thorough documentation is maintained for employee relations matters. Leverage existing tools and develop new tools to develop company leadership in the areas of: Expectation and Objective Setting, Performance Management, Compensation, Employee Development, and Employee Engagement. Partner with operations and functional leadership on annual talent planning efforts and ensure talent acquisition and sourcing strategies are developed for the location that support these needs. Leverage HR team and internal recruiting capability to source and deliver talent in a timely and effective manner. Partner with enterprise HR teams to identify and lead annual people-project projects. Serve as project leader for annual and ad-hoc people projects; identify and define clear project scope, establish milestones, develop project team, and delegate responsibilities to ensure projects are completed in a timely and thorough manner. Partner with HR leaders across the organization to develop and implement policies and procedures that support standardization and improved compliance with local, state, and federal laws, while improving efficiency and effectiveness of the organization. Provide change management leadership to the site throughout business changes. In partnership with the Plant Manager and HR Director, develop and maintain annual budget for people-related expenses, ensuring the greatest ROI on investments in our people. Other duties, as assigned.
Education and Experience Required:
Bachelor’s Degree in Human Resources, Business Administration, Safety, or related field. 5+ years’ Human Resources Generalist/Manager experience. Previous experience leading others through cross-functional projects. Previous experience in manufacturing environment. Intermediate proficiency with advanced Microsoft Excel functions (formulas, VLOOKUP, Pivot Tables, conditional formatting). Intermediate proficiency with Microsoft Office (Word, Excel, Outlook, PowerPoint). Must be able to work weekends, nights, and extra hours, as needed.
Preferred Education, Experience, and Skills:
Master’s Degree in Human Resources, Labor Relations, or Industrial Relations. Previous experience in a food manufacturing facility. Experience developing and managing a department budget. Must be able to handle multiple priorities with professionalism in a fast-paced work environment while maintaining safety and quality.
Physical Requirements: Qualified applicants must be able to perform the following physical job requirements, with or without reasonable accommodation: Must be able to lift up-to 25 pounds for 1+ hours per day. Must be able to sit, stand and walk for 7+ hours per day. Must be able to perform simple grasping for 7+ hours per shift. Must be able to express and exchange written or spoken word.
Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)