Smithfield Foods
Overview
Smithfield Foods is a leading American food company in packaged meats and fresh pork products. The Director Field HRBP serves as a key business partner in the strategic and operational development, implementation, and execution of proactive human resource strategies for assigned area of responsibility (union and non-union facilities). The role partners with the business to provide direction and communication of HR strategies and objectives across talent acquisition, retention, employee engagement, labor relations, wage and salary administration, compliance, orientation and training, safety and health, benefits, and employee services across multiple Smithfield manufacturing locations. The position requires building strong partnerships with human resource and business leaders and provides leadership to field-based HR teams to ensure consistent execution of best practice processes, policies, and programs in support of Smithfields One HR objectives.
Responsibilities
Serve as a trusted business partner and coach to leaders and employees, building authentic relationships, collaborating across groups, and influencing at all levels of the organization.
Partner with leaders to establish forward-looking people strategies and provide HR leadership, advice and direction on recruiting, onboarding, talent development, succession planning, organizational development, performance management, workforce planning, compensation and compliance.
Work with people managers as a coach, providing mentorship and guidance in conflict management, talent management, and engagement.
Analyze trends and metrics on employee engagement and satisfaction; leverage data to improve work relationships, morale, performance, and retention.
Drive insights from data, evaluate existing strategies, and formulate plans with site leaders to execute across multiple teams.
Establish a high standard of excellence by delivering a positive employee experience through collaboration with stakeholders.
Create an HR strategic roadmap for the assigned region to ensure tools, policies, systems, and processes meet, attract, and retain talent.
Address issues or concerns escalated by employees at the plant level and support culture initiatives.
Provide feedback to functional HR leaders on policy or program effectiveness and ensure changes are rolled out and communicated effectively.
Build HR bench strength by evaluating HR skills, providing feedback, and developing development or improvement plans.
Act as a champion of change, leading significant change initiatives and embedding change processes.
Conduct field audits for compliance with labor laws and required processes (time and attendance, union health and welfare plan reviews, etc.).
Oversee HR staff directly or through supervisors, including planning, assignments, coaching, and performance management.
Maintain knowledge of company initiatives and provide input for successful implementation; promote a positive employee relations environment at the plant level.
Oversee all HR functions at the plant level as required, including recruitment, orientation, training, labor relations, benefits, and employee services.
Qualifications
Bachelor's degree in Human Resources, Business or related field; 10+ years of experience or equivalent combination; MBA preferred; PHR or SPHR certification desirable.
5+ years of leadership experience including team development and management.
5+ years of Labor Relations and Union Avoidance experience.
Knowledge of Federal, state and corporate employment regulations (EEO, Wage and Hour, etc.).
Bi-lingual skills preferred (speaking, reading, writing) for addressing groups and individuals, investigations, counseling, training and mentoring.
Specialized knowledge of HR systems, processes and procedures; proficiency in Microsoft Office Suite, SAP/HCM, and Payroll software.
Strong written and verbal communication skills; ability to present to groups and work with multiple levels of the organization.
Ability to travel up to 50% to 75% of the time; ability to work in fast-paced, dynamic environments.
Work Environment & Physical Demands The majority of time is spent in an office setting outside of the production plant. The plant environment may include wet or humid conditions, extreme temperatures, proximity to moving mechanical parts, fumes or chemicals. Noise level is usually moderate but can be loud in the production area. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Supervisory Responsibilities
Provides leadership and guidance to a Human Resources team.
Responsible for the overall direction, coordination, and evaluation of the HR staff at multiple facilities.
Interviews, hires, trains employees; plans, assigns, and directs work; appraises performance; handles disciplinary actions; resolves complaints.
Relocation Relocation Package Available: Yes
EEO Information Smithfield is an equal opportunity employer committed to workplace diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, gender identity, protected veterans status, disability, or any other protected characteristic as restricted by law. If you are an individual with a disability and require a reasonable accommodation during the employment selection process, please call 757-357-1595.
We are directing you to the original job posting. Please apply directly for this job at the employer’s website.
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Responsibilities
Serve as a trusted business partner and coach to leaders and employees, building authentic relationships, collaborating across groups, and influencing at all levels of the organization.
Partner with leaders to establish forward-looking people strategies and provide HR leadership, advice and direction on recruiting, onboarding, talent development, succession planning, organizational development, performance management, workforce planning, compensation and compliance.
Work with people managers as a coach, providing mentorship and guidance in conflict management, talent management, and engagement.
Analyze trends and metrics on employee engagement and satisfaction; leverage data to improve work relationships, morale, performance, and retention.
Drive insights from data, evaluate existing strategies, and formulate plans with site leaders to execute across multiple teams.
Establish a high standard of excellence by delivering a positive employee experience through collaboration with stakeholders.
Create an HR strategic roadmap for the assigned region to ensure tools, policies, systems, and processes meet, attract, and retain talent.
Address issues or concerns escalated by employees at the plant level and support culture initiatives.
Provide feedback to functional HR leaders on policy or program effectiveness and ensure changes are rolled out and communicated effectively.
Build HR bench strength by evaluating HR skills, providing feedback, and developing development or improvement plans.
Act as a champion of change, leading significant change initiatives and embedding change processes.
Conduct field audits for compliance with labor laws and required processes (time and attendance, union health and welfare plan reviews, etc.).
Oversee HR staff directly or through supervisors, including planning, assignments, coaching, and performance management.
Maintain knowledge of company initiatives and provide input for successful implementation; promote a positive employee relations environment at the plant level.
Oversee all HR functions at the plant level as required, including recruitment, orientation, training, labor relations, benefits, and employee services.
Qualifications
Bachelor's degree in Human Resources, Business or related field; 10+ years of experience or equivalent combination; MBA preferred; PHR or SPHR certification desirable.
5+ years of leadership experience including team development and management.
5+ years of Labor Relations and Union Avoidance experience.
Knowledge of Federal, state and corporate employment regulations (EEO, Wage and Hour, etc.).
Bi-lingual skills preferred (speaking, reading, writing) for addressing groups and individuals, investigations, counseling, training and mentoring.
Specialized knowledge of HR systems, processes and procedures; proficiency in Microsoft Office Suite, SAP/HCM, and Payroll software.
Strong written and verbal communication skills; ability to present to groups and work with multiple levels of the organization.
Ability to travel up to 50% to 75% of the time; ability to work in fast-paced, dynamic environments.
Work Environment & Physical Demands The majority of time is spent in an office setting outside of the production plant. The plant environment may include wet or humid conditions, extreme temperatures, proximity to moving mechanical parts, fumes or chemicals. Noise level is usually moderate but can be loud in the production area. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.
Supervisory Responsibilities
Provides leadership and guidance to a Human Resources team.
Responsible for the overall direction, coordination, and evaluation of the HR staff at multiple facilities.
Interviews, hires, trains employees; plans, assigns, and directs work; appraises performance; handles disciplinary actions; resolves complaints.
Relocation Relocation Package Available: Yes
EEO Information Smithfield is an equal opportunity employer committed to workplace diversity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, gender identity, protected veterans status, disability, or any other protected characteristic as restricted by law. If you are an individual with a disability and require a reasonable accommodation during the employment selection process, please call 757-357-1595.
We are directing you to the original job posting. Please apply directly for this job at the employer’s website.
#J-18808-Ljbffr