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HR Manager

Omaha, Nebraska · Manufacturing

We seek an energizing, passionate Corporate HR Business Partner to join the Leadership Team of a leading, global CPG (consumer packaged goods) manufacturer. This is a highly visible role with both strategic and tactical components.

As a key member of the Leadership Team you will help develop and implement the strategic direction for the organization. This role is a full cycle HR generalist role to support the business function. The HR Business Partner will lead, drive, and enhance a wide range of leading-edge HR initiatives. These initiatives include employee relations, organizational development & design, performance and talent management, leadership development, talent acquisition, employee engagement, culture, communication, change management, and rewards and recognition.

The position reports to the Sr Director of Human Resources.

Compensation: $110K - $135K + 15% bonus + 9% 401k matching + great benefits and excellent relocation.

Location: Omaha, NE

Responsibilities

Strategy and Organizational Development (OD)

  • Partner with leadership teams to establish strategic and operational people plans to support current and future business needs including but not limited to, Staffing, Compensation, Payroll, Benefits, Finance and Legal on various business needs.
  • Partner with cross-functional functional teams

Employee Relations

  • Partner with internal customer groups to create and sustain positive employee relations programs and best practices.
  • Support people leader capability development through coaching.
  • Analyze, diagnose, design, and revise people programs, policies, and practices to sustain positive employee relations.
  • Design, collect, and analyze multiple levels of employee feedback, and bring recommendations/proposals to the site leadership team.
  • Focus on continuous improvement and change management to improve the employee experience.

HR Programs and Processes

  • Lead, coach and develop the HR Team to deliver a range of critical HR services
  • Establish and implement HR strategies and programs to support business needs.
  • Ensure talent pipeline and development plan are in place for critical roles. Identify talent gaps and develop and implement development plans to support talent and succession plan.
  • Lead resource planning and develop and execute hiring strategies to support business needs.
  • Enhance, develop and implement orientation and on-boarding program for new hires.
  • Establish and ensure HR processes, policies, and guidelines are in place.
  • HR Budget management

Employee Engagement and Programs

  • Partner with Center of Excellence to develop and implement action plans to close gaps and sustain positive employee engagement, organizational design,compensation & benefits, labor relations, and diversity & inclusion.
  • Manage employee relations, welfare, and communication programs to sustain momentum for employee engagement.
  • Develop and deploy local employee reward and recognition programs as a vehicle to drive high performance and employee engagement.

Organizational Capability Development

  • Partner with Plant Leadership Team and People Managers in identifying organizational capability requirements given business needs and long-term plans and developing strategies and action plans to address capability gaps.
  • Conduct training needs analysis, develop annual training and development plan, and ensure timely implementation of training and development plan to build capabilities of people managers and associates in the organization.

Qualifications

Requirements

  • Bachelor’s degree
  • 5+ yrs HR Business Partner experience, ideally in a corporate environment.
  • Strong experience in employee relations, recruiting/staffing, communications, training, compensation and benefits, organizational development and talent management.
  • HR process and systems knowledge, and the ability to identify and implement HR best practices
  • Theoretical and practical knowledge of employment law relating to areas such as FLSA, NLRA, FMLA, ADA, EEO, ADEA, COBRA, HIPAA, and OSHA

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