Manager, HR Business Partner - Bel Brands USA

Bel, makers of iconic brands including Babybel, The Laughing Cow, Boursin, and GoGo Squeez is a growing global company that values your contributions, strives to create a sense of belonging for everyone and offers career growth and development opportunities, as well as competitive total compensation and meaningful well-being benefits from day one. For All, For Good, our company signature, reflects Bel’s commitment to sustainability and healthier and responsible food for all. The company has headquarters in Chicago (Bel Brands USA) and New York City (GoGo Squeez) and operates 5 manufacturing plants in Little Chute, WI; Leitchfield, KY; Brookings, SD; Traverse City, MI; and Nampa, ID.

Job Title: Manager, HR Business Partner

Reports to: Vice President Human Resources - Operations

Department: Human Resources

Number of Direct Reports: 2

Key Internal Partners: Plant Employees, Supervisors, Management Team, HR Leadership Team

Key External Partners: Staffing agencies, vendors and service providers, government/regulatory agencies

Project Management: Yes

Location: Leitchfield, Kentucky

JOB SUMMARY:

The HR Manager, Business Partner is responsible for applying HR knowledge to ensure effective business operations, regulatory compliance, and strong employee relations within a strong, growing company. The HR Manager-Business Partner is a strategic partner and advisor to business leaders, providing expert HR guidance and support to drive business objectives. The HR Manager-Business Partner will collaborate closely with leaders, managers, and employees to develop, implement, and lead factory HR programs and initiatives that align with factory business goals and priorities.

JOB RESPONSIBILITIES:

• Owns relationship with factory operations leadership and represents HR function at factory

o Collaborates closely with factory director and steering team to understand goals, priorities, challenges, and workforce needs. Acts as a member of the steering team.

o Provides strategic HR guidance and recommendations to support factory objectives, improve organizational performance and workforce engagement. Ensures HR function is aligned to provide necessary talent, leadership, and services to support factory operations.

o Analyzes metrics and results of HR initiatives in relation to established goals and develops new approaches to effect continual improvements.

o Provides leadership and coaching to factory managers related to various workforce matters, including staffing, training, performance management, attendance and leave of absence, and general employee relations.

o Responsible for participating in integrated management system and ensuring compliance with Food Safety, Health and Safety and/or Environmental in order to maintain management system certifications.

o Collaborates throughout budget cycle with factory and HR leadership to provide insights, alignment on salary and workforce planning, and ensures accurate factory HR budget is established.

• Responsible for Talent Acquisition and Recruitment program management

o Collaborates with factory leadership to understand talent needs and develop effective recruitment strategies in partnership with Talent Management and Shared Services team.

o Oversees full cycle of resource planning for in partnership with factory leadership and HR Team. Analyzes factory workforce planning and talent acquisition results in relation to established goals and recommends new approaches to effect continual improvement.

o Oversees the end-to-end recruitment process for all factory positions, including processes to post jobs, source candidates, conduct interviews and selections, and extend job offers. Directly manages full Talent Acquisition process for factory salary positions in partnership with HR Talent Specialist.

o Ensures compliance with legal requirements and industry best practices in recruitment and selection processes.

• Leads Talent Management and Development programs

o Supports talent management initiatives, including impact management, career development, and succession planning.

o Supports managers in setting performance expectations, providing ongoing feedback, and conducting performance evaluations.

o Identifies skill gaps and recommends development plans to enhance employee capabilities.

o Oversees the onboarding and orientation process for new hires, ensuring a smooth and welcoming integration into the organization.

• Owns Employee Relations and Engagement within factory

o Fosters positive employee relations by developing and implementing employee engagement initiatives, effective communication strategies, and conflict resolution processes.

o Addresses employee concerns, grievances, and disciplinary matters with confidentiality, fairness, and consistency.

o Collaborates with managers to create a respectful work environment that promotes employee satisfaction, retention, and strong sense of belonging. Aligns employee engagement programs with DEI&B strategies and programs.

o Oversees investigations and discipline, ensuring consistent approach to addressing corrective action. Ensures management and HR leadership are aligned on recommendations.

o Facilitates smooth off-boarding processes for departing employees.

• Contributes to Compensation and Benefits programs and ensures consistent local application.

o Oversees the employee experience associated with compensation and benefits programs within the factory, ensuring alignment and consistency with corporate programs.

o Provides input on compensation local market trends and reviews recommendations for hourly and salary wage structure adjustments, identifies pay gaps and proposes changes to improve employee experience and attraction/retention.

o Monitors the administration of various fringe benefit programs to ensure accuracy and compliance with policies.

o Oversees annual open enrollment, ensuring timely and accurate dissemination of information and materials.

o Manages workers’ compensation and wellness programs and ensures compliance with related standards and regulations for the location.

o Partners effectively with HR Centers of Excellence to assess organizational needs and implement programs timely and consistently.

• Responsible for ensuring HR Compliance and Policies and Procedures within factory

o Develops and enforces HR policies, procedures, and guidelines to ensure legal compliance, fairness, and consistency.

o Ensures consistent application and adherence to HR policies and procedures across the organization. Conducts audits and investigations to assess compliance with HR policies and address any non-compliance issues.

o Stays updated on relevant employment laws and regulations, assisting with compliance efforts, and ensuring HR practices align with legal requirements.

o Leads HR team to develop, review, and update HR policies and procedures, ensuring consistent application and adherence.

o Provides guidance and ensures accurate administration of programs pertaining to attendance/absenteeism, HR and safety metrics and dashboards, recruiting, training and development.

• Leads local HR Team

o Provides leadership, guidance, and support to successfully accomplish department goals, objectives, and priorities.

o Leads a team of HR professionals, providing coaching, guidance, and developmental opportunities.

o Fosters a collaborative and high-performing HR team culture.

o Provides continuous feedback and support to team members in achieving their goals and professional growth.

KEY PERFORMANCE INDICATORS:

• Confidentiality, quality, accuracy, timeliness, reliability, and thoroughness of work performed.

• Employee engagement score, retention rate, time to fill, training/qualification completion, budget and headcount targets, project deadlines, HR team performance, orientation feedback, and risk and compliance KPI (during audits).

REQUIREMENTS:

EDUCATION

• Bachelor’s degree in Human Resources or related field required; master’s degree preferred.

• PHR or SPHR certification preferred.

EXPERIENCE

5-8 years of Human Resources experience in a HR Business Partner or similar HR leadership role, preferably with a strategic capacity.

SKILLS

• In-depth knowledge of HR practices, employment laws, and regulations.

• Strong leadership and team management skills, with the ability to motivate and inspire a team.

• Excellent interpersonal and communication skills, with the ability to build collaborative relationships at all levels of the organization.

• Ability to think strategically and translate business goals into HR initiatives.

• Strong problem-solving and decision-making abilities.

• Demonstrated understanding of change management principles.

• Strong analytical skills and ability to work with data and metrics.

• Ability to handle sensitive and confidential information with professionalism and discretion.

• Proficiency in HRIS (Human Resources Information System) and other HR software.

VALUES

• Model and champion core values of Dare, Care and Commit and Winning Behaviors of Do What is Right…Not What is Easy, Think Bold, Act Fast, Simplify and Focus, Inspire and Grow Self and Others, Act with People and Planet Front of Mind, Play to Win as a Team, and Make Customers Smile.

• Represent the HR Department, and company positively in all interactions.

• Contribute to a respectful and engaged workplace where employees feel valued, appreciated, and empowered.

• Actively seek to ensure Company is regarded as a great place to work.

• Follows all safety rules and procedures by working safely and ensuring safety of others.

• Follows all environmental protocols as applicable to the job.

• Follows all Good Manufacturing Practices as stated within the policy.

• Follow all food safety procedures.

PHYSICAL REQUIREMENTS

The physical requirements described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

• Work is performed largely in an office with routine exposure to a plant environment which requires the use of appropriate personal protective equipment.

• Hours of work will generally be during regular business hours equaling 40 hours per week.

• Some variation in work hours is expected due to special projects, deadlines, and other matters.

• Must have the ability to occasionally lift 10–20-pound boxes.

TRAVEL REQUIREMENTS

• Occasional travel to other company locations may be required on a limited basis.

ACKNOWLEDGEMENT

This job description describes the general nature and level of work performed by an employee assigned to this position. It does not state or imply these are the only duties and responsibilities assigned to the job. The employee may be required to perform other job-related duties as requested by management. All requirements are subject to change over time and to possible modifications to reasonably accommodate individuals with a disability.

Bel Brands is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status or any other basis protected by applicable federal, state, or local laws. Bel Brands prohibits harassment of applicants or employees based on any of these protected categories. It is also Bel Brand’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.

Bel Brands is committed to recruiting, hiring and promoting people with disabilities and veterans. If you need an accommodation or assistance in using the website, please call 312-462-1500.

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