Nestle USA Hiring for Manager Human Resources Job at Arlington, VA Full Time

NESTLE USA

Foods people love. Brands people trust. And a career that nourishes your future like no other.

If you’re driven by the passion to do something meaningful that changes lives, Nestlé is the place for you. Nestlé USA is one of seven operating companies that make up Nestlé’s presence in the United States. We’re in 97% of American homes, and as the leading food and beverage company, our goals are to continue to deliver quality food and beverage products, strengthen our local communities, and reduce our environmental and climate impact.

We’re determined to challenge the status quo and be better tomorrow than we are today. As individuals and teams, we embrace our entrepreneurial culture and have created a workplace where collaboration is essential, courage is rewarded, speed is expected, and agility is the norm to delight our consumers every single day. Here, you will find limitless opportunities to learn and advance your career and feel empowered to succeed in the workplace a

POSITION SUMMARY:
This position provides Human Resource support to several corporate SC teams. Role acts as trusted partner, co-creating the HR strategic agenda with assigned leadership teams, proactively addressing business and people needs and challenges. Responsibilities include co-shaping SC culture, acting as a change advocate, designing & executing the talent strategy, and driving strategic organization transformations.

PRIMARY RESPONSIBILITIES:
% OF TIME

• Drive organizational effectiveness through proactively making organizational recommendations (including design, capabilities, culture) in order to achieve business objectives that are fit for future. Support and drive organizational change to support large scale organizational transformations as well as those contained within the function (30%).
• Design and execute data driven talent strategy that aligns with Nestle USA Supply Chain. Includes monthly and annual HR talent assessments, succession planning, and calibration discussions. Prepare business case and advocate headcount budget with finance co-pilot (20%).
• Co-shape culture by ensuring organization is clearly communicating strategic plans, recognizing employees, and pushing them to continuously improve in all elements of culture to include diversity & inclusion. Proactively develop initiatives to drive employee engagement, enablement and positive retention. Assess and communicate results based on climate data, pulse data, and other feedback vehicles (10%).
• Continuously improve employee leadership by engaging leaders to think strategically beyond day-to-day operations. Lead the new manager assimilation process and any other programs to drive a high-performance leadership culture. Facilitate After Action Reviews and Talent and Performance Reviews. Assess, develop and facilitate training sessions on human capital topics and coordinate with relevant L&OD partners to deliver content based on the business need (10%).
• Support leadership efforts to innovate in digital transformation, capability, and org design. Provide external/internal insights to help with creative solutions (10%).
• Provide HR Business Partner life cycle support. Lifecycle activities to include (20%):
• Attracting & Onboarding new talent effectively through challenging recruitment team and hiring managers to select candidates that have capabilities for the future. Develop tools and insights to ensure SC continues to raise the bar in talent. Collaboration on development of talent planning and staffing strategies, including requisitions for headcount changes, job posting system and slating process. Maintain knowledge about and responsible for enforcement of compliance requirements for internal interviewing and selection process
• Employee relations guidance and counsel to employees. Responsible for maintaining working knowledge of and enforcement of relevant current HR legal standards, related to laws such as FMLA, ADA, and EEO rights. Provide general information and guidance regarding benefits questions and relocation administration. Assist business partners with performance management issues, employee relations and other policy issues, compensation, retention strategies and employee development, as needed. Respond to day-to-day HR questions timely. Manage of Leaves of Absence, Short-Term Disability, FMLA requests, Workers’ Compensation issues, and related leave issues. Assist business partners with performance management issues, employee relations and other policy issues, compensation, retention strategies and employee development, as needed.
• Manage compensation strategy in conjunction with corporate compensation philosophy and groups functional pay norms. Oversee position-planning system to include accurate job descriptions, job analysis, accountabilities and task analysis. Manage wage and salary administration, including base salary, incentive plans and other non-cash programs. Review all recommended salary proposals and adjustments, based on Company guidelines.
• Responsible for the maintenance and accuracy of HR data, including processing SAP data, such as Employee Intake Forms and maintenance and upgrading of systems and training and related activities
• Proactively utilize human capital data to identify issues, trends, and impacts and to drive the right human capital solutions and recommendations.
• Ensure compliance with all Federal, State, and local regulations and Nestlé standards. Responsible for compliance in all lifecycle activities including workforce diversity and Affirmative Action plan requirements, I-9 Compliance, etc.

• Other duties & special projects as assigned

SUPERVISION RECEIVED: Reports to Vice President Human Resources, but must work independently and exercise excellent independent judgment with minimum supervision.

SUPERVISION GIVEN: This roles supports various SC leadership teams and organization. Direct partner to Senior level SC leader(s)

FINANCIAL/STRATEGIC IMPACT: Influence SC strategy across operating companies and responsible for development of international talent movement within SC. Responsible for advocating annual headcount budget. Minimize legal risk exposures.

The Nestlé Companies are an equal employment opportunity and affirmative action employer seeking diversity in qualified applicants for employment. All applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status.