HR Manager

The Marzetti Company; Altoona (IA); On-site; USD 80,000 - 100,000; Full time

Job summary

The Marzetti Company in Altoona, Iowa is seeking an HR Manager who will serve as a business partner, providing support in HR initiatives and people management within the manufacturing environment.

This role requires a bachelor's degree, a minimum of five years of HR experience, and proven leadership abilities. The Manager will drive engagement, organizational change, and implement HR strategies to support business outcomes.

A commitment to safety and employee excellence is paramount in this position.

Qualifications

• Minimum five (5) years of relevant experience in a manufacturing environment.
• Previous people leadership experience required.
• Breadth of knowledge on HR practices, laws, and regulations.

Responsibilities

• Understand and contribute to business strategy.
• Coach and support leaders in managing change.
• Identify and implement organizational design improvements.

Skills

Interpersonal skills

Coaching

Communication

Strategy execution

Organizational savvy

Education

Bachelor's degree or equivalent work experience

Tools

Microsoft Office Suite

Job description

Overview

Thisposition is responsible for aligning business objectives with team members and management.The Site HRManagerserves asthe champion and role model ofapositivepeople firstculture and functions asa consultant to management.Interactingwith employees, this roleaddressesand resolvesemployee matters, communicating themes to corporate HR and business leaders.They seek to develop integrated solutions and formulate partnerships across the HR functionwhile deliveringvalue-added service to leadership and teams. This role will manage of team of HR professionals and is responsible for their development/growth. This role reports into the Sr. HR Manager.

Responsibilities

• Business Partner: Understand and anticipate business priorities and contribute to the development of the assigned business’ strategy
• Understand business context, issues, and challenges to provide coaching to leaders.
• Use business knowledge to provide effective solutions that align with business goals.
• Ensures execution of the people strategy.
• Partner with the designated business unit to understand key performance issues, objectives, and drivers and converts those needs into people management solutions.
• Proactively engages with employees to build and reinforce positive culture.
• Change Champion: Embrace change and understand strategies to address and reduce resistance.
• Champion new initiatives and act as a catalyst for change that drives continuous improvement in business performance.
• Act as a driver of organizational and cultural change.
• Coach leaders on leading change, engaging team members and effectively building capabilities.
• Support delivery of the people strategy within the business unit and drive business results through the identification and development of targeted HR/OD interventions to deliver performance.
• Talent Manager and Organizational Designer: Ensure the right talent is in the right role and the right time based on current and future business needs.
• Implement proactive and innovative talent management solutions to deliver business results.
• Understand and analyze organizational capabilities to proactively develop and implement organizational design and structure improvements to support delivery of the business strategy.
• Coach, challenge, and support managers in their role on people development and organizational related processes.
• Assesses, builds and delivers training.
• Operational Support: Implementation of initiatives, understand common frameworks, share best practices, maintain flexibility to meet assigned business unit’s needs.
• Support the roll out of HR solutions to the business unit, acting as a champion, engaging stakeholders, challenging and coaching leaders to gain buy-in.
• Develop tools in collaboration with Communities of Excellence and Shared Service groups to maximize opportunities for economies of scale, company wide consistency, and shared learning.
• Guide and support leaders on performance management, including interim coaching, counseling, career development, and disciplinary guidance.
• Manage and partner with direct leader and Legal to resolve complex employee relations issues by conducting effective, thorough, and objective investigations.
• Advise and coach Leaders of others on compensation program, including annual merit and compensation processes.
• Oversees the hourly recruiting function for the location. Responsible for ensuring labor metrics are met in partnership with functional departments.
• Oversees payroll reconciliation, ensuring accuracy of employee pay.
• Oversee the hourly training program. Training department management.

Qualifications

• Bachelor's degree or equivalent work experience is required.
• Minimum five (5) years of relevant experience in a manufacturing environment
• Previous people leadership experience required.
• Breadth of knowledge on HR practices, procedures and HR laws and regulations
• Excellent interpersonal, facilitation and coaching skills; engages and builds effective relationships across the organization
• Excellent verbal and written communication skills with the ability to interact at all levels of the organization
• Action-oriented with a focus on results
• Operates with the utmost integrity and trust
• High levels of resourcefulness, influence/organizational savvy, execution skills (strategy through implementation)
• Ability to balance the strategic and the practical with strong implementation and drive for execution
• Sound judgement and decision making
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint)
• Ability to show leadership, empathy, and flourish in a change environment
• Ability to empower the business to implement policies and procedures to meet the business needs
• Ability to demonstrate respect, confidence, care and courage in talent development and management decisions

Competencies

• Manages Complexity
• Business Insight
• Communicates Effectively
• Ensures Accountability
• Drives Engagement
• Plans and Aligns
• Strategic Mindset
• Optimizes Work Processes
• Nimble Learning
• Build Effective Teams
• Cultivates Innovation

Working Conditions/Environment

Works in an office and supports a manufacturing environment where the employee is regularly required to speak, read, hear, sit, stand, walk, and occasionally bend while moving about the facility. The employee is occasionally exposed to non-ambient temperatures, odors, dust, oil, slippery floors, and moving parts/equipment. The noise level in the office is quiet and moderate in the plant. Personal protective equipment is required in the plant in accordance with GMP and safety standards.

We are committed to maintaining a safe work environment where people safety and food safety are our top priorities. We provide appropriate training and protective equipment, and all employees are expected to follow safety, sanitation, and quality protocols. Employees are empowered to report hazards and stop work if unsafe conditions arise.