Dairy Farmers of America
Job Description
General Purpose:
Manage activities related to, but not limited to, recruiting and onboarding, employee engagement, learning and development, compensation, benefits, wellness, payroll, recordkeeping, HR compliance, and possibly safety and other related areas for assigned location. Coordinate and partner with Centers of Expertise in the management of these activities. Advise leaders in complex employee relations matters and serve as a knowledgeable resource for HR practices and procedures. Develop and maintain effective working relationships and provide excellent customer service when addressing employee and leadership team questions and inquiries. Handle complex issues and problems and consult with senior HR leaders as needed. May supervise a small team of HR support staff.
Job Duties and Responsibilities:
Lead the recruitment efforts for hourly, professional, and/or management positions in assigned location. Function as a primary resource for hiring managers in their recruitment and staffing efforts. Execute recruitment, interviewing, hiring, and temporary staffing plans in a timely manner and in accordance with DFA standards. Partner with managers to update job descriptions and move candidates through the entire interview and selection process effectively. Guide HR team in triaging critical staffing shortages as needed
Partner with outside agencies to conduct recruitment events, representing DFA career opportunities in accordance with company values. Share job opportunities on social media sites in partnership with talent acquisition as appropriate
Lead and execute the on-boarding of new employees to ensure new employees and repositioned employees have proper orientation and access to information and resources needed to be successful in the role. Partner with management to create a comprehensive onboarding plan which includes supervisor-led training for new employees
Facilitate talent management initiatives to drive engagement, build business capabilities, and enhance retention. Partner with HR team to ensure consistency with talent initiatives organizationally
Provide leadership in the execution of HR processes, practices, and policies in partnership with leader(s)
Communicate HR practices and procedures to leaders and support them in executing performance activities, compensation tasks, and corrective actions
Effectively partner with HR team at business unit level and headquarters as appropriate
Develop recommendations for HR process improvement
Document HR practices and procedures and work toward consistency in practices
Provide employee relations support for leaders in assigned location. Consult with employees and managers to address and resolve employee concerns and disputes, escalating and recommending appropriate actions
Oversee payroll processing and process payroll as needed. Ensure that payroll processes are in place and are executed on schedule
Provide solution and training recommendations to people leaders and employees as appropriate
Coordinate employee wellness and engagement activities
Support and track employee engagement action planning and participate in employee engagement team meetings and activities
Create and provide people analytics to the business including position control tracking, recruiting/hiring reports, turnover reports, exit feedback, and tracking of performance/compensation tasks
Process personnel changes, including status, position, pay, personal information
Support Affirmative Action Planning and reporting
Perform job analysis in partnership with HQHR as needed and advise people leaders in matters of compensation, job classification, career pathing
Maintain personnel files in assigned locations
Manage Worker’s Compensation claims as needed. Participate in safety and risk initiatives, including escalated/high-risk worker’s compensation claims, safety complaints, and first responder program
Maintain highest level of confidentiality related to organizational changes and other sensitive information related to HR job responsibilities
May have one to two exempt and/or non-exempt direct reports. Responsibilities include work delegation and review, supervision, scheduling, training, coaching, development, performance management, etc.
The requirements herein are intended to describe the general nature and level of work performed by employee, but is not a complete list of responsibilities, duties, and skills required. Other duties may be assigned as required
Travel:
5-15% (1-3 times per year)
Requirements
Education and Experience:
Undergraduate degree in Human Resources, Organizational Psychology, Business Administration, or related discipline (or equivalent combination of education and experience)
Master’s degree preferred
5 to 8 years of progressive generalist human resources experience
Demonstrated leadership attributes or supervisory experience
Experience with HR information systems and Microsoft Office applications
Experience in a union environment may be required or preferred for supported location(s)
Certification and/or License – Human Resources certifications preferred (e.g., PHR/SPHR, SHRM, HRCI)
Knowledge, Skills, and Abilities:
Comprehensive knowledge of Human Resources principles, concepts, and practices
Comprehensive knowledge and familiarity with federal, state, and local HR and payroll requirements
Proficiency with Microsoft Office applications and HRIS systems
Able to interpret and apply company policies; able to apply an understanding of key legal precedents, policies and practices to protect the interest of the Company and its employees
Able to build credible relationships with managers, peers, and team members across the organization
Able to interact positively and work effectively with others (interpersonal skills)
Able to analyze data and make decisions based on all relevant information and build recommendations and solve problems based on this data
Able to exercise sound judgment, coaching, influencing, and conflict resolution skills
Able to handle challenging or conflict situations with tact and professionalism
Able to maintain confidentiality of information
Able to prioritize, multi-task and meet deadlines
Able to work with accuracy and attention to detail
Must be able to read, write and speak English
An Equal Opportunity Employer including Disabled/Veterans
General Purpose:
Manage activities related to, but not limited to, recruiting and onboarding, employee engagement, learning and development, compensation, benefits, wellness, payroll, recordkeeping, HR compliance, and possibly safety and other related areas for assigned location. Coordinate and partner with Centers of Expertise in the management of these activities. Advise leaders in complex employee relations matters and serve as a knowledgeable resource for HR practices and procedures. Develop and maintain effective working relationships and provide excellent customer service when addressing employee and leadership team questions and inquiries. Handle complex issues and problems and consult with senior HR leaders as needed. May supervise a small team of HR support staff.
Job Duties and Responsibilities:
Lead the recruitment efforts for hourly, professional, and/or management positions in assigned location. Function as a primary resource for hiring managers in their recruitment and staffing efforts. Execute recruitment, interviewing, hiring, and temporary staffing plans in a timely manner and in accordance with DFA standards. Partner with managers to update job descriptions and move candidates through the entire interview and selection process effectively. Guide HR team in triaging critical staffing shortages as needed
Partner with outside agencies to conduct recruitment events, representing DFA career opportunities in accordance with company values. Share job opportunities on social media sites in partnership with talent acquisition as appropriate
Lead and execute the on-boarding of new employees to ensure new employees and repositioned employees have proper orientation and access to information and resources needed to be successful in the role. Partner with management to create a comprehensive onboarding plan which includes supervisor-led training for new employees
Facilitate talent management initiatives to drive engagement, build business capabilities, and enhance retention. Partner with HR team to ensure consistency with talent initiatives organizationally
Provide leadership in the execution of HR processes, practices, and policies in partnership with leader(s)
Communicate HR practices and procedures to leaders and support them in executing performance activities, compensation tasks, and corrective actions
Effectively partner with HR team at business unit level and headquarters as appropriate
Develop recommendations for HR process improvement
Document HR practices and procedures and work toward consistency in practices
Provide employee relations support for leaders in assigned location. Consult with employees and managers to address and resolve employee concerns and disputes, escalating and recommending appropriate actions
Oversee payroll processing and process payroll as needed. Ensure that payroll processes are in place and are executed on schedule
Provide solution and training recommendations to people leaders and employees as appropriate
Coordinate employee wellness and engagement activities
Support and track employee engagement action planning and participate in employee engagement team meetings and activities
Create and provide people analytics to the business including position control tracking, recruiting/hiring reports, turnover reports, exit feedback, and tracking of performance/compensation tasks
Process personnel changes, including status, position, pay, personal information
Support Affirmative Action Planning and reporting
Perform job analysis in partnership with HQHR as needed and advise people leaders in matters of compensation, job classification, career pathing
Maintain personnel files in assigned locations
Manage Worker’s Compensation claims as needed. Participate in safety and risk initiatives, including escalated/high-risk worker’s compensation claims, safety complaints, and first responder program
Maintain highest level of confidentiality related to organizational changes and other sensitive information related to HR job responsibilities
May have one to two exempt and/or non-exempt direct reports. Responsibilities include work delegation and review, supervision, scheduling, training, coaching, development, performance management, etc.
The requirements herein are intended to describe the general nature and level of work performed by employee, but is not a complete list of responsibilities, duties, and skills required. Other duties may be assigned as required
Travel:
5-15% (1-3 times per year)
Requirements
Education and Experience:
Undergraduate degree in Human Resources, Organizational Psychology, Business Administration, or related discipline (or equivalent combination of education and experience)
Master’s degree preferred
5 to 8 years of progressive generalist human resources experience
Demonstrated leadership attributes or supervisory experience
Experience with HR information systems and Microsoft Office applications
Experience in a union environment may be required or preferred for supported location(s)
Certification and/or License – Human Resources certifications preferred (e.g., PHR/SPHR, SHRM, HRCI)
Knowledge, Skills, and Abilities:
Comprehensive knowledge of Human Resources principles, concepts, and practices
Comprehensive knowledge and familiarity with federal, state, and local HR and payroll requirements
Proficiency with Microsoft Office applications and HRIS systems
Able to interpret and apply company policies; able to apply an understanding of key legal precedents, policies and practices to protect the interest of the Company and its employees
Able to build credible relationships with managers, peers, and team members across the organization
Able to interact positively and work effectively with others (interpersonal skills)
Able to analyze data and make decisions based on all relevant information and build recommendations and solve problems based on this data
Able to exercise sound judgment, coaching, influencing, and conflict resolution skills
Able to handle challenging or conflict situations with tact and professionalism
Able to maintain confidentiality of information
Able to prioritize, multi-task and meet deadlines
Able to work with accuracy and attention to detail
Must be able to read, write and speak English
An Equal Opportunity Employer including Disabled/Veterans