Address
Form of work
SalaryDarigold is looking for a Sr Human Resources Business Partner (HRBP) to join our HR field team for our Regional I-5 corridor (Portland, Issaquah, Chehalis, Lynden, and Rainier) plants in WA state. The Sr HRBP partner oversees all human resources operations and ensures they are aligned with the business goals. The Sr HRBP manages mediation and resolves workplace issues, labor relations, and administration. The Sr. HRBP works closely with the plant manager and management team to promote a positive work environment. This is a people manager role. Our ideal candidates should have solid experience with HR/People practices and employee management. The successful candidate should be able to act as a consultant on human resources management and organizational changes.
What You Will Do
Responsibilities
- Foster a positive environment, working with managers and employees to address employee relations issues. This includes the maintenance of HR/People programs and the development of employee engagement initiatives.
- Will provide leadership and support to a regional Human Resource Partner
- Coach managers/supervisors on how to proactively address and resolve people's issues. Deliver the onboarding for new managers' training.
- Analyze trends and metrics with the HR department propose ideas to motivate employees and embrace a “Best Place to work” culture.
- Coordinate, and manage the onboarding program for new employees making them feel welcome at Darigold.
- Resolve complex employee relations issues and address grievances promptly and in a professional manner.
- Lead the entire employee life cycle from onboarding (Day 1) to all day-to-day HR-related activities including terminations and exit interviews.
- Participate in the implementation of company-wide initiatives, training, process improvements, and programs.
- Review turnover data and propose ideas to reduce undesired turnover. Implement plan and track results.
- Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Maintain electronic filing system according to State and Federal requirements.
- Partner with the HR Corporate team to implement People initiatives.
- Be the “voice of the employee” by recommending training for managers and team members.
- Assure compliance with all local, State, and Federal employment laws, making proactive recommendations when potential issues are identified or arise.
- Participate in meetings with business leaders and employees representing the HR team providing updates on key HR projects such as performance reviews, and employee surveys, and listen to employees’ feedback regarding their experience working at Darigold.
- Participate in regular team meetings and provide updates on on-site location, as well as share best practices with the rest of the team. • Prepare and deliver the HRBP QBR presentation. Update on key HR projects.
- Manage Talent management activities such as talent review, performance management, and succession planning.
- Maintain a high level of professionalism on confidentiality of employee and/or company information. • Coordinates and conducts exit interviews and analyzes employee feedback and trends to share with plant management.
What You Bring:
Qualifications • Bachelor’s degree in business, human resources, or related discipline; and/or 5 to 7 years of experience in Human Resources or a closely related discipline.
- Analytical and goal-oriented.
- Previous experience in a union manufacturing environment and managing under several Collective Bargaining Agreements.
- PHR or SPHR Certification preferred
- Experience in change management practices.
- Knowledge of State and Federal laws, regulations, and requirements in areas related to HR including EEO, LOAs, ADA, Worker’s Compensation, COBRA, and Wage & Hour.
Benefits of Working at Darigold
We understand that as an employee, benefits that support you and your family in and out of work are important. We’re proud to offer eligible positions a competitive total rewards package – that includes:
- Employer 401K contribution of up to 9%
- Comprehensive medical, dental & vision benefits
- Employer-paid life & disability coverage
- Paid time off and paid holidays
- 8 weeks of paid parental leave
- Education assistance
- Employee assistance program
- Relocation Assistance provided to the ideal candidate
- Compensation range: $102,103 to $140,389 (individual wage based on previous experience, knowledge, and skills)
Our Commitment to Diversity
Achieving our vision to Lead Dairy Forward requires cultivating and supporting a team with varying backgrounds, experiences, and perspectives. We are committed to providing a workplace based on mutual respect where all employees feel included and can bring their best and authentic selves to work every day. We are proud to be an Equal Opportunity Employer and Affirmative Action Employer. We welcome all qualified applicants without regard to race, color, national origin, sex, gender identity and expression, age, sexual orientation, veteran status, disability, marital status, creed, religion, genetic information, or any other characteristic protected by federal, state, or local law. As a condition of employment applicants offered a role will be required to successfully pass our pre-employment background screen, receive a negative drug screen result & confirm eligibility to work in the U.S. We participate in E-Verify - please follow the links for details, English / Spanish & view our Right to Work Statement, English / Spanish.
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)
