HERSHEY MX Hiring for Manager Human Resources Job at Robinson, IL Full Time

Job Location: Robinson, IL

Summary:

The Hershey Company Robinson plant is a non-union plant producing products such as PayDay, Heath, Skor, Milk Duds, Whoppers & Reese’s Pieces in a high-speed complex environment.

The Human Resources Manager will support the Sr. HR Manager and direct the HR team to ensure all plant human resources and employee relations functions, including but not limited to leadership development, workers compensation/absence case management, EEO, Affirmative Action, salaried and hourly employment staffing, training, security, governmental regulatory compliance, policy revisions/consistent application and labor relations are conducted in a professional manner to meet the objectives of the company, the plant and its employees.

Responsibilities:

• Employee Relations: Oversight of the Plant HR team and ancillary administrative support. Executes and supports initiatives such as the annual performance management, compensation and talent processes, the employee survey, Code of Ethics and Discriminatory Harassment training, and employee appreciation events. Handles day to day questions, assuring consistent application of policy and practices. Supports Business Unit leaders and supervisors with employee issues. Key driver of the culture initiative and oversight of the Culture Team. Communicates regularly at daily shift and Business Unit meetings any applicable updates and provides training, as necessary. Oversight of the Affirmative Action Plan and EEO related activities. Provide opportunities for HR Staff development including project teams and training.
• Labor Relations: Interacts positively with union leadership team and handles investigations, complaints, and grievances in a professional and confidential manner. Communicates as appropriate when decisions and changes are made to policies via SIMS meetings or other training methods.
• Absence Management/Workers Compensation Case Management: Actively work with the HR Support Center to manage complex employee cases that include the ADA interactive process and ensure consistent application of policy. Liaison with Health Services regarding restrictions and return to work.

Minimum knowledge, skills and abilities required to successfully perform major duties/responsibilities:

• Understands how businesses work including how strategies and tactics work in the marketplace. Maintains working knowledge of competitors as well as current and possible future policies, practices, trends, and information affecting his/her business and organization.
• Takes ownership of work and ensures it is completed accurately, efficiently, and on time. Works with a sense of urgency, enthusiasm, commitment, and persistence. This includes being reliable, trusted, and accountable for completing work activities; rejecting excuses for failure; following the organization’s rules and expectations; complying with all laws and regulations; and maintaining focus on productivity and bottom-line results.
• Establishes and maintains constructive, positive working relationships built upon trust. Listens to, considers, and respects opposing viewpoints and opinions. Uses diplomacy and tact to diffuse even high-tension situations. Works to find common ground and mutually beneficial solutions to all conflicts. Influences others to gain their support as necessary to complete work activities. Relates well to all kinds of people inside and outside the organization. Can represent his/her own interest yet be fair to other groups. Viewed by others as a team player.
• Systematically gathers information from a variety of sources, analyzes information, identifies implications of data, draws appropriate conclusions, generates viable alternative solutions to problems, and evaluates the consequences of choosing each alternative. This includes recognizing when a problem exists and taking proactive steps to resolve the problem. Makes effective decisions and exercises good judgment in a fast-paced work environment.
• Adapts to competing demands and shifting priorities. Maintains focus on work assignments and activities when faced with changes, problems, competing priorities, or stressful situations. Remains open to new assignments and updates knowledge and skills to handle new complexities, challenges, and responsibilities. Embraces changes and supports its implementation.
• Develops supervisors by identifying training gaps and developing a plan to close those skill gaps.
• Executes the Plant hourly hiring plan including recruiting, onboarding, and orientation. Monitors probationary employee progress through the probationary period including collecting feedback regarding employee performance.
• Serves as a key contact for all employees regarding HR issues and programs, including leave of absence requests, employee relations issues, benefits issues, and training tracking.
• Superior communication skills, written and verbal, able to effectively address all levels within the organization.
• A detail-oriented, logical, and methodological approach to problem solving. Understands the underlying issues and components of a problem or opportunity and perceives complex cause-and-effect patterns. Identifies patterns and trends from past experiences that relate to a current situation and uses that knowledge to come up with creative solutions and new ideas.
• Works cooperatively as a member of a team and is committed to the overall team objectives rather than own interests
• Uses available technology to improve personal performance and ability to contribute to the business i.e., MS Office, SAP, etc.
• Strong influencing and leadership skills with the ability to challenge decisions and facilitate change.
• A proven ability to establish strong business partnerships with plant management and HR management.
• Listening and conflict resolution skills with sensitivity to others’ needs.

Minimum Education and Experience Requirements:

• Bachelor’s degree, or graduate degree in Human Resource Management or related discipline required
• PHR or SHRM certification preferred
• Minimum 5 years of experience in Human Resources as an HR Generalist, with 2 years in a leadership capacity

• Ability to lead projects to completion
• Competent in Labor/Employee Relations, Recruitment and Selection, Benefits and Compensation, as well as policy and procedure interpretation
• Ability to work and communicate effectively with others across levels and functions while working on multiple tasks in a matrix organization
• Ability to make decisions based on all relevant information and develops recommendations/solves problems, based on data
• Must have working knowledge of state and federal laws along with practical application
• Must have experience in administering FMLA, affirmative action planning, and workers compensation management and unemployment
• Ability to facilitate training/learning in large group presentations
• Human Resources experience in a manufacturing environment preferred
• Experience working with bargaining unit employees in a union environment preferred

#LI-KD1