Skip to content
Menu

October 22, 2019

Senior HR Business Partner

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 www.bgfoods.com.

Job Description: The Senior Human Resources Business Partner is responsible for leading and/or executing core HR processes including talent acquisition & selection, HR policy interpretation & recommendations, employee relations, compensation & benefits management, organizational design & effectiveness, performance management & talent development, management & measurement of a portfolio of projects, and other duties to ensure maximum effectiveness of the Human Resources function in support of business objectives.

This role 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 organization-wide, people-related change initiatives.

Responsibilities:

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 client groups in identifying and defining resourcing requirements

· Partners with business leaders to drive all aspects of organization restructurings to achieve business goals (e.g. confirming goals, evaluating various organization designs, defining job requirements, facilitating employee selection, developing internal communications, etc.)

· 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 organization needs, 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

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

· Plays a critical role in talent assessment to ensure we hire the best talent for the job and high potentials for the future.

· Assists in onboarding key talent to ensure new hires become productive quickly

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

· May develop and/or deliver leadership or employee training

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

· Uses 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 client groups and develops and implements strategies to address these root causes

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

· Assists client groups in disciplinary procedures and corresponding paperwork/documentation; partners with internal/external legal counsel as necessary

· May develop appropriate Affirmative Action and other compliance plans

Total Rewards

· Partners with internal/external subject-matter experts to ensure all employees understand our core compensation & benefits principles, programs, & practices; provides consultation to client groups & governance as required

· Provides consultation to client groups and assists in administering the compensation and benefits changes associated with personnel transactions including job evaluations, merit increases, promotions, transfers, demotions, terminations, and leaves of absence; ensures compliance with current practices

Labor Relations

· Acts as the company representative for the associated Union

· Provides the manufacturing facility with interpretation of labor agreement contract language

· Develops and maintains good working relationships (informal and formal) with the recognized union and serve as the lead on negotiations

· Manages and coordinates the grievance process

Experience, Skills, Education:

· Bachelor’s Degree required, HR Certifications a plus

· Minimum of 10 years’ relevant experience in Human Resources or related field required

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

· Food manufacturing industry or non-durable consumer products background, preferred

· Direct people-management experience required

· Must be able establish credible, “consultancy-based” relationships with senior leadership, demonstrating solid business acumen in order to provide value-added HR solutions

· Ability to effectively connect with employees at all levels and across functions accurately reading different cultures/work styles and adapting his/her approach to maximize impact

· Excellent oral and written communication skills are essential

· Strong working knowledge of appropriate legislation and external best practices pertaining to employment, compensation & benefits, and other related human resources functions

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

· 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 organizational and project management skills

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

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

· Has an inquisitive nature, willingness to learn, and desire to continually improve personal and HR effectiveness

· 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, conflict-management, and mediation skills

· Excellent judge of talent and character

· Takes calculated risks

· Proactively identifies, initiates, and drives necessary business-change within or across functions

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

· Resourceful

· 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 www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdf