Back to jobsConsult with business leaders to diagnose current and future HR needs and develop a strategy for resolution.
Act as a change agent as the business continues to refine the operating model to optimize the organizational design to deliver strategic initiatives.
Collaborate with the COE specialists to implement and monitor HR solutions, strategy, and company branding.
Lead and support the implementation of HR strategies, objectives, and processes to align with the overall function/business strategy and the HR strategy.
Analyze and interpret qualitative and quantitative data to recommend solutions and drive continuous improvement of strategic talent priorities, to include performance, retention, and the employee experience.
Work with the function/business on people/workforce strategies, helping develop high-potential talent and supporting a high-performance culture.
Consult with business leaders to identify future leadership talent building out both development and succession plans.
Responsible for ensuring business relevance of HR services offered, serving as the lead HR ‘sales person’ for the business/function
Able to balance “lead” role/face of HR with the business/function while at the same time ensuring all employees have direct engagement and support.
Directly supports the business/function leader(s) with advice and counsel, seen as a trusted advisor who can assess, influence, and challenge when necessary objectively.
Bring dashboards and metrics to the conversation and applies data judgment to drive recommendations.
Lead all aspects of employee relations issues, including recommendations for investigations, progressive discipline, performance improvement plans, terminations, voluntary and involuntary, ensuring compliance and risk mitigation for high-risk cases, and ensuring regulatory and company policy compliance.
Regular, in-person attendance and participation in designated department meetings (DRM, Leadership) as evidenced by being considered an integral part of the team.
Ensure compliance with company policies and with federal, state, and local regulations.
Respond to EEOC and DOL inquiries and charges.
Demonstrate agility in moving quickly and responsively in challenging situations.
Maintain an effective level of business literacy about the business unit's financial position, midrange plans, culture, and competition.
Embrace and integrate DE&I in business strategies.
Provide ongoing performance coaching and feedback to the department leaders to drive high-performance teams and an engaged workforce.
Drive culture to integrate Glanbia values in all aspects of the business.
Comply with all applicable food safety regulations and mandates. (Food Safety Modernization Act- FSMA, Safe Quality Foods, Food and Drug Admin, Pasteurized Milk Ordinance)