Senior Human Resources Business Partner: Bilingual (English/Spanish)

Human Resources Bronx, New York


Description

POSITION/TITLE: Bilingual (English/Spanish) Senior HR Business Partner / Director of Human Resources

 POSITION SUMMARY:

As a strategic partner to FreshDirect’s Plant Operations leadership team, the Senior HR Business Partner / Director aligns business objectives with employees and leadership. Successful candidate will act as an employee champion and change agent. Assesses and anticipates HR-related needs. Communicate needs proactively with our HR department and business management, the Senior HR Business Partner / Director seeks to develop integrated solutions. Formulates partnerships across the HR function and business to deliver value added service to management and employees that reflect the business objectives of the organization.

RESPONSIBILITIES/ DUTIES:

  • Consult with management providing HR guidance when appropriate.
  • Analyze trends and metrics in partnership with HR group to develop relevant solutions, programs and policies.
  •  Translate strategic and tactical business plans into HR strategic and operational plans.
  • Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations.
  • Promote positive employee relations and drive union avoidance activities with Plant leadership
  • Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with Legal department as needed/required.
  • Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
  • Works closely with management and employees to improve work relationships, build morale, increase productivity and retention.
  • Provides HR Policy guidance and interpretation.
  • Supports the Talent Department in identifying and selecting quality candidates for new and next roles.
  • Provide guidance and input workforce planning and succession planning.
  • Identify training needs and individual executive coaching needs.
  • Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.

Specific responsibilities:

·       To develop award programs that support best behavior and drive achievement of goals and culture change

·       To create and maintain reach-out opportunities to employees to improve employee relations, build trust, support open door communication and improve culture within the division

·       To orchestrate focus groups, ensuring regular feedback from employees to management, controlling the feedback and helping to drive process changes that improve relations with employees and better customer experience.

·       To perform job analysis, ensuring that roles are clearly defined and organization structure continues to support the growing needs of division

·       To be accountable for HR metrics, looking for trends and making changes to ensure metrics are met

·       To support performance improvement activities within division, advising management as necessary and creating PIP's as needed to provide framework for positive changes

·       To develop HR policies and programs that support employee advocacy, turnover reduction and improved culture

·       To regularly conduct succession planning to identify risk roles and create succession plans to support risk and growth of division. Tie succession plans to Training Plans

·       To manage the turnover plan, providing metrics, analysis and ideas to drive turnover down

EDUCATION AND WORK EXPERIENCE

Must be bilingual (English/Spanish)

Graduated from an accredited college or university with major course work in Business or Public Administration, Human Resources Management, or closely related field.

Ten (10) years' experience in human resources management, five (5) years of which must have been in a responsible supervisory position; or an equivalent combination of related training and experience.

SHRM Certified Professional (PHR) or Senior Professional (SPHR) preferred.