4 Hr Management jobs in Olivet

**Brand:** Post Consumer Brands
**Categories:** Human Resources
**Locations:** Battle Creek, Michigan
**Position Type:** Regular Full-Time
**Remote Eligible:** No
**Req ID:** 25939
**Job Description**
**Business Unit Overview**
Headquartered in Lakeville, Minn., Post Consumer Brands, a business unit of Post Holdings, Inc., is dedicated to providing people and their pets with delicious food choices for every taste and budget. The company's portfolio includes beloved brands such as Honey Bunches of Oats®, PEBBLES®, Grape-Nuts® and Malt-O-Meal® cereal, and Peter Pan® peanut butter, as well as Rachael Ray® Nutrish®, Kibbles 'n Bits® and 9Lives® dog and cat food. As a company committed to high standards of quality and to our values, we are driven by one idea: To make lives better by making delicious food accessible for all. For more information about our brands, visit and follow us on LinkedIn for the latest news. Brand Post Consumer Brands recently acquired several iconic pet food brands, venturing into a new market while remaining true to our purpose to provide delicious and accessible food that our consumers love. We're always searching the center store for the next exciting product to add to our portfolio, and right now, we're growing and need passionate, driven individuals with diverse perspectives to help us reach greater heights. That's where you come in. Join a team where your voice is not only heard but valued. Make a real impact on brands enjoyed by millions of people and their pets. At Post Consumer Brands, we take pride in our longstanding legacy of making one of every five breakfast cereals families eat daily. Today, we're just as focused on our future as we expand our grocery business with different shelf-stable foods, including snacks and peanut butter. We are committed to providing accessible and delicious food for families, and we're always searching the center store for the next exciting product to add to our portfolio. As we soar to new heights, we need creative, determined individuals from all walks of life to join our team, where your unique perspective and ideas are acknowledged and valued. Be a part of a company that empowers you to make a difference that's evident on grocery store shelves and families' tables across North America. Location Description Post Consumer Brands in Battle Creek, Mich., the cereal capital of the U.S., is the company's largest manufacturing plant and home to about 600 team members. When you join the team here, you'll be helping to produce some of the most iconic cereal brands, including Honey Bunches of Oats cereal, PEBBLES cereal, Grape-Nuts and Honeycomb cereal. The Battle Creek plant is also unique as it is home to the original barn where C.W. Post started the Postum cereal company in 1895. The Battle Creek team has deep community roots, supporting the city's Cereal Festival, local elementary schools, and hosting several on-site volunteer events throughout the year. Responsibilities The HR Manager reports directly to the Associate Director, Human Resources (Battle Creek), and is responsible for working in partnership to coach, support, influence, and enable client groups to effectively deliver their people plans as part of HR strategic objectives. Responsible for managing and developing assigned HR staff. In this role as a strategic partner to their customer, the HR Manager contributes to the development and accomplishment of plant specific and organization-wide business plans and objectives. Strives to maintain a mutually beneficial relationship with the union leadership and union members. Support, implement, and maintain food safety and quality practices as required through SQF. Support plant safety, food safety, quality and environmental practices by performing the following duties personally or through other resources. Essential
**Duties and Responsibilities:**
A credible partner who delivers value to Plant Operations and management team by enabling the development of individual employee ability - resulting in increased organizational capability. Embed engagement, safety, and a performance management culture within the business as a means of driving improvement through clear goals and objectives, feedback and the improvement of customer service behaviors aligned with our values. Drive, influence, advise and support the cultural and people aspects of organizational change, structures, people processes and business improvement initiatives within the customer in order to improve business efficiency and people management, allowing for flexibility and planned growth. Accomplish this through partnership with other resources including HR Centers of Excellence (COE) and initiatives that reflect the business strategy. Provides feedback to HR Leaders, Specialists (COE) and peer groups on implementation and utilization of tools to ensure flawless execution of HR initiatives. Responsible for representing the plants needs and providing feedback to the Specialist (COE) teams. Work in partnership with Operations to manage employee relations issues. Build management responsibility and capability for managing employee relations issues while pulling in the services of the Centers of Excellence as needed. Lead assigned HR team. Responsible for salaried and hourly talent selection processes locally including: sourcing, screening, interviewing, selection and onboarding, in partnership with network Talent Acquisition team. Minimize business risk and enhance the company culture by ensuring that all management are knowledgeable in all required legal subject areas Compliance, Code of Conduct, Diversity & Inclusion, Sexual Harassment, Interviewing and selection skills, employment law. Ensures compliance with all Federal, State and Local legal and regulatory requirements. Manage employment and labor relations. Strives to maintain a mutually beneficial relationship with the union leadership and union members. In coordination, when appropriate, with corporate Labor Relations resources, works to administer and resolve grievances and other labor charges. Investigate alleged violations of the bargaining unit contract (grievances) Performs other duties as may be assigned. Supervisory Responsibilities: This position does have supervisory responsibilities. The individual, in partnership with the Associate Director and peer, will be responsible to manage and lead the HR resources at their respective site. Qualifications The HR Manager - must perform the essential duties and responsibilities in a highly effective manner. The qualifications listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable an individual with a disability to perform the essential duties. Exceptional leadership skills that have been demonstrated by achieving desired results through others, and building effective partnerships through influence and relationship building skills. An in-depth technical understanding and knowledge of HR processes and systems. Demonstrated experience working with labor unions and collective bargaining agreements. A solid understanding of labor laws with requirements and work experience managing complex employment matters in labor relations and investigations Proven ability to balance strategic and tactical skills. Demonstrated problem analysis and resolution. Excellent interpersonal, written, verbal and presentation communication skills. Comprehensive HR business process knowledge, including applicant tracking systems, talent management, change management, HCM suite experience: benefits, payroll, time and attendance, performance management, compensation, employee and manager self-service experience. Effective project management experience preferred. Education and/or Experience: Education: B.S. or B.A. degree in Business, Human Resources, or related field; M.A. HRIR a plus. Experience: 5+ years of HR increasing responsibility within HR environment. Ideally to include progressive systems development experience, including generalist experience, preferably in manufacturing plants, distribution center, corporate or retail. 3+ years of labor relations experience. Prefer experience with multiple HCM systems. Physical Demands The physical demands required in this position are those that are typical of an office environment. The ability to travel by automobile, airplane or other transportation is necessary, and such travel may occasionally entail long distances. Work Environment The primary work environment for this position is typical of an office work environment; although it is within a manufacturing site. Therefore, it will require the periodic presence in a manufacturing environment in which appropriate personal protective equipment is prescribed and must be used at all times. Language Skills The ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations; write reports, business correspondence, and procedure manuals; effectively present information and respond to questions from groups of managers, clients and customers. Computer Skills To perform this job successfully, an individual should have knowledge of ERP/HCM software, Internet software; Project Management software; Spreadsheet software and Word Processing software.
Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)