HR Representative

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At Gallo our HR Representative serves as primary point of contact for managers and employees of assigned client group(s), leading HR projects and initiatives to promote positive work culture and high employee engagement. Develops collaborative relationships with client groups, providing support to employees and business leaders. Administers labor relations policies for hourly union employees and supports contract negotiation team, as applicable.

What You Will Do: 

• Develops an in-depth knowledge of organizational structure and employee functions within the assigned client group(s); develops business relationships with employees and managers, understanding their needs as an organization.
• Partners and meets regularly with HR leadership and client group(s) leadership to implement objectives, goals, strategies, and measures (OGSM’s) that drive business strategy.
• Takes the necessary steps to ensure employees adhere to the terms of the collective bargaining agreement (if applicable) and/or the employee handbook and corporate policies.
• Maintains an understanding of requirements needed for positions and partners with Compensation in the job evaluation process as needed.
• Supports HR leadership to administer the Human Resources Planning/Functional Succession Planning (HRP) processes; ensures integration of HRP into performance management and staffing decisions for high potential employees and senior management.
• Conducts career coaching sessions; partners with managers and employees to create development plans and monitor employee progress.
• Works with the business to identify high potential employees and provides coaching and guidance to help develop their career paths.
• Works with the business to determine the best course of action for performance management issues.
• Develops business relationships with employees and business leaders to learn how their needs impact the organization.
• Facilitates organizational discussions and processes (assimilation plans, employee movement, department re-organizations, organizational structure and existing organizational capabilities).
• Supports organizational workforce initiatives in partnership with the business and cross-functional partners.
• Participates in the coaching and/or delivery of attendance, performance, or other types of discipline (e.g. Wage & Hour, Misconduct, etc.)
• Supports the Strategic Workforce Planning process including advising on the talent strategy and needed skills teams in order to achieve business objectives.
• Participates in skills teams to ensure that decisions made by the skill team are consistent with company HR practices and policies, partner with the skill team captain to ensure work of the skill team is being executed in an effective manner.
• Supports change management and communication efforts to support the business.
• Maintains highest levels of confidentiality/sensitivity to HR related matters.
• Assists with the development and management of developmental operations apprenticeship programs.
• Partners with the business for organizational design activities including facilitating an organization design session, partnering with COEs and change management efforts with implementation.
• Gathers workforce data, performs analysis to develop insights to share with leaders on turnover, hiring, employee movement, grievances, employee engagement, etc. Shares insights with business leadership.
• Partners with employee relations and participates and conducts employee investigations as needed.
• Partners with department team leaders and managers to evaluate employee turnover; collaborates with department leaders to develop retention programs.
• Serves as a consultant and SME to the Employee Relations COE on the application, and interpretation of labor relations policies and practices; monitors the implementation of policies concerning wages/ hour laws ensuring labor contract and government regulatory compliance.
• Coaches managementrs on how to promote a desired workplace culture.
• Supports intern and development programs as needed.
• Participates in the implementation of corporate and department training programs.
• Conducts employee training including harassment and employee onboarding/orientations.
• Gathers and/or partners with COE’s to furnish and share information relating to: reference documents, statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys and employee benefits programs.
• Provides support in HR initiatives and programs including employee engagement, roundtables, communication meetings, high performance work teams, Lean initiatives, etc.
• Participates in department leadership meetings; provides detailed direction and development from an employee perspective.
• Collaborates with payroll or department clerks to ensure the correct administration of pay policies (e.g. vacation, sick leave, funeral leave, and jury duty) and helps to resolve payroll issues.
• Conducts leadership development trainings by creating new content based on leadership opportunities identified by the business.
• Ensures understanding of organizational policy and educates client group and leadership on HR related policies and standards.
• Collaborates with other departments to address HR-related needs.
• Participates in preparing arbitration proceedings.
• Provides coaching and guidance to managers on handling employee performance issues.
• Advises management on HR-related matters.
• Partners with the Health & Wellbeing team on leaves of absences, workers' compensation, job accommodation, or return to work cases. Participates in Interactive Process (IP) meetings for employees with the Health and Wellbeing team.
• Ensures employee understanding and consistent application of department and corporate policies and all federal and state regulations.
• Specific to supporting union client groups, as applicable:
• Represents the company in employee grievances procedures; and serves as HR designee for second and third step grievance responses .
• Coaches and guides Supervisors, mid-level managers, and directors on the interpretation of the CBA appropriately and employee and leadership development.
• Analyzes the collective bargaining agreement to develop interpretation of intent, spirit, and terms of contract.
• Supports the union contract negotiation team by lending expertise and helping streamline the negotiations with the union.
• Participates in preparing arbitration proceedings.
• Maintains satisfactory attendance, to include timeliness.
• Responsible for understanding and complying with applicable quality, environmental and safety regulatory considerations. If accountable for the work of others, responsible for ensuring their understanding and compliance.
• Exhibits Intrapreneurship and Ownership behaviors:
• Intrapreneurship is entrepreneurship in an established company: behaviors that include thinking boldly, taking appropriate risks, learning from mistakes, showing initiative, and encouraging and reinforcing innovation.
• Ownership refers to behaviors that include setting high expectations, driving candid discussion, and holding self and others accountable.

Supervisory Responsibilities

• N/A

What You Will Need: 

• Master’s degree plus 1 year of human resources generalist/representative experience; OR bachelor’s degree plus 3 years of human resources generalist/representative reflecting increasing levels of responsibility; OR Bachelor's degree plus 2 years of Gallo human resources experience reflecting increasing levels of responsibility; High school diploma or State-issued equivalency certificate plus 7 years of human resources generalist/representative reflecting increasing levels of responsibility.
• Skilled in the use of MS Word, MS PowerPoint and MS Excel at an intermediate level.
• Experience handling sensitive and confidential information.
• Required to travel to company offices, sites, and/or meeting locations for onboarding, training, meetings, and events for development, department needs, and business delivery up to 5% of the time, with or without reasonable accommodation. This may be in addition to travel requirements, if applicable, as listed in this job description.
• Required to be 18 years or older. This may be in addition to other age requirements, if applicable, as listed in this job description.

What Will Set You Apart: 

• Master’s degree plus 3 years of human resources generalist/representative experience reflecting increasing levels of responsibility; OR Bachelor’s degree plus 5 years of human resources generalist/representative experience reflecting increasing levels of responsibility.
• Required to support a continuous operations workforce which may require a flexible schedule across day, swing and graveyard shifts to support business activities.
• Lean Six Sigma Black Belt Certification
• Experienced with Union Workforce and Collective Bargaining Agreements.
• Bilingual in English and Spanish.
• Experience with ADP and SuccessFactors.
• Experience asking probing questions and documenting all relevant information during employee grievance investigations.
• Experience reading, analyzing, and interpreting documents such as union contract, legal documents, safety rules, corporate policies, operating and maintenance instructions, and procedure manuals.
• Experience writing routine reports and correspondence.
• Experience speaking effectively before groups of customers or employees of an organization.
• Experience working on special projects.
• Experience responding to common inquiries or complaints from customers, regulatory agencies or members of the business community.
• Experience effectively presenting information to customers, employees or management within an organization.
• Experience completing and evaluating assignments, requiring originality and ingenuity.
• Knows fundamental concepts, practices and procedures of this particular field of specialization.
• Skilled in adding, subtracting, multiplying, and dividing in all units of measure, using whole numbers, common fractions, and decimals.
• Skilled in computing rate, ratio, and percent and drawing and interpreting bar graphs.
• Experience defining problems, collect data, establish facts, and draw valid conclusions.

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is frequently required to sit, use hands to finger, handle or feel and talk or hear, considerable walking.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Compensation:

• Hiring Salary Range Posted: $73,300-110,500.
• Actual compensation paid within the range will be determined by factors such as the education, experience, knowledge, skills and abilities of the applicant, internal equity, and alignment with market data.

Perks & Benefits:

• This position includes a competitive benefits package.
• Winery - Please click here to view our full list of benefits or click here to watch our video.

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Gallo does not sponsor for employment based visas for this position now or in the future.

To view a full job description, please click here.

Requisition ID:103840 

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Application Window is Expected to Close On(March 7,2024)

Gallo’s policy is to afford equal employment opportunity to all applicants and employees and not to discriminate on the basis of race, traits historically associated with race, including but not limited to, hair texture and protective hairstyles (such as braids, locks, and twists), color, national origin, ancestry, creed, religion, physical disability, mental disability, medical condition as defined by applicable state law (including cancer and predisposing genetic characteristics), genetic information, marital status, familial status, sex, gender, gender identity, gender expression, sexual orientation (actual or perceived), transgender status, sex stereotyping, pregnancy, childbirth or related medical conditions, reproductive health decision making, age, military or veteran status, domestic violence or sexual assault victim status, or any other basis protected by applicable law. Nor will Gallo discriminate based on a perception that an individual has any of the foregoing characteristics or is associated with a person who has, or is perceived to have, any of those characteristics.

Gallo will comply with state and local laws prohibit discrimination for lawful out-of-work behavior, such as off-duty use of cannabis away from the workplace (subject to federal and state law exceptions), the existence of non-psychoactive cannabis metabolites in hair, blood, urine, or other bodily fluids as determined by a drug screening test (subject to federal and state law exceptions).

We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gallo is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at 209.341.7000.

Gallo is enrolled in the Department of Homeland Security's E-Verifying program and will use the program to verify the employment eligibility of all newly hired employees as required.

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