Skip to content

October 15, 2019

HR Director for Operations

Share/print this job

apply now

Company Description: 

With its headquarters based in Parsippany, New Jersey, B&G Foods and its subsidiaries manufacture, sell and distribute high-quality, branded shelf-stable and frozen foods across the United States, Canada and Puerto Rico. With B&G Foods’ diverse portfolio of more than 50 brands you know and love, including Back to Nature, B&G, B&M, Cream of Wheat, Green Giant, Las Palmas, Le Sueur, Mama Mary’s, Maple Grove Farms, Mrs. Dash, New York Style, Ortega, Polaner, SnackWell’s, Spice Islands and Victoria, there’s a little something for everyone. For more information about B&G Foods and its brands, please visit

Job Description: The HR Director for Operations is responsible for partnering with the Operations leaders to drive core HR processes including talent acquisition & selection, HR policy recommendations, interpretation, & administration, employee relations, compensation, organizational design & effectiveness, performance management & talent development, employee engagement and labor relations.

This role oversees 10 US plants with a team of HR professionals supporting those plants. He/She must be able to proactively manage a broad scope of initiatives & interactions from handling individual employee relations issues to providing consulting to, and closely partnering with, senior management to effectively manage the manufacturing people-related initiatives and the functions within those plants which includes Engineering, Operations, Quality, Finance and R&D.


Organization Development & Effectiveness 

· Continually scans the organization for opportunities to enhance capabilities and productivity, and acts as “hands-on consultant” to management in addressing opportunities for improvement 

· Assists operations leaders in identifying and defining resourcing requirements 

· Coordinates human resources integration activities associated with mergers & acquisitions (e.g. policy harmonization, employee selections & transitions, etc.) 

· Tracks, analyzes, and utilizes appropriate workforce data from HRIS and other sources to make fact-based organization and people decisions 

Talent Acquisition 

· Partners with leadership to confirm job requirements and reviews and approves internal/external job postings 

· Ensures the efficient, timely, and cost-effective recruitment of qualified candidates for approved positions; partners with internal/external recruiting resources/agencies as needed 

· Drives the employment process including tracking and filling open positions, developing and implementing recruitment strategies, and making hiring recommendations in line with overall staffing plans 

· Evaluates key hires, transfers and promotions via a robust interviewing and evaluation skill set 

Performance Management & Talent Development 

· Provides input and implements core processes to improve employee performance and build organization capabilities 

· Facilitates performance assessment & calibration and individual development planning processes; ensures appropriate documentation and follow-up 

· Coaches people-managers at various levels to be effective leaders and team members 

· Ensures appropriate succession plans are in place for key positions and talent 

Policy Development, Interpretation, & Administration 

· Develops and/or reviews human resources policies to address business needs and keep up with external trends 

· Assures accurate policies and appropriately consistent interpretation across departments and locations 

· Provides policy and procedure implementation consultation to those responsible for supervising others; may audit as needed 

· Partners with business leadership and Legal department to reinforce the Company’s ethical standards in accordance with the Code of Business Conduct and Ethics 

Employee Relations and Engagement 

· Leverages engagement survey or other available information to drive proactive employee communications and engagement initiatives 

· Utilizes employee relations issues to diagnose and solve underlying HR issues throughout sites and develops and implements strategies to address these root causes 

· Demonstrates and balances company and employee advocacy in working with teams to address/mediate issues or capture opportunities 

· Develops and implements disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary 

· Ensures appropriate Affirmative Action and other compliance plans are in place across plants 

Labor Relations 

· Works collaboratively with union employees and leadership within established contracts to maintain a positive and productive work environment 

· Drives the collective bargaining process in partnership with Operations leadership and HR site teams; handles grievance process and ensures positive working relationship with union representation 

Total Rewards 

· Ensures all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to client groups & governance as required 

· Provides consultation to operations leadership in administering the compensation and benefits for manufacturing employees, ensuring equitable practices are taking place across sites, and our practices are competitive to attract talent 

Experience, Skills, Education: 

· Bachelor’s Degree required, Master’s Degree preferred 

· Human Resources certificates, a plus 

· Minimum of 10 years’ experience in Human Resources with at least 5 years’ experience as an HR Business Partner / Generalist in a manufacturing setting required, food manufacturing highly preferred 

· Experience with collective bargaining agreements and union organizations required 

· Minimum of 5 years’ direct people-management experience with remote employees required 

· Experience working in both progressive large-corporate and small-company settings preferred 

· Ability to establish credible, consultancy-based relationships with senior leadership, demonstrating solid business knowledge and acumen in order to provide value-added HR solutions 

· Knowledge of appropriate legislation pertaining to employment, compensation & benefits, and other related human resources functions 

· Knowledge of company policies and procedures, including employment practices, compensation practices, company benefit plans, and business practices and product information 

· Ability to interact effectively with all organization levels and coordinate cross-functional initiatives

· Ability to develop and present compelling people-related business cases and recommendations 

· Ability to integrate data from interviews, reports, and other data sources to make appropriate employment and other decisions

· Excellent organization and project management skills 

· Strong analytical and problem solving capabilities; emphasis on providing solutions vs. pointing out problems 

· Agility to anticipate changing business needs, and flexibility to effectively coordinate multiple priorities 

· Broad perspective from working in various industries, functions, or business situations 

· Demonstrated ability to take on new/unfamiliar assignments and increasing responsibilities 

· Effective coaching, negotiation, and mediation skills 

· Proactively identifies, initiates, and drives necessary business-change efforts 

· Ability to balance the need to think strategically and act with urgency to “get things done”

· Recognizes different organization cultures and the need to “seek first to understand” before making changes 

Equal Employment Opportunity: 

B&G Foods is an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, disability status, protected veteran status, or any other characteristic protected by law. If you’d like more information about your EEO rights as an applicant under the law, please see