Sr. Human Resources Manager

Overview

ASR Group is the world s largest refiner and marketer of cane sugar, with an annual production capacity of more than 6 million tons of sugar. The company produces a full line of grocery, industrial, food service and specialty sweetener products. Across North America, ASR Group owns and operates six sugar refineries, located in Louisiana, New York, California, Maryland, Canada and Mexico.

In Europe, the company owns and operates sugar refineries in England and Portugal. ASR Group also owns and operates mills in Mexico and Belize. The company s brand portfolio includes the leading brands Domino, C&H, Redpath, Tate & Lyle, Lyle s and Sidul.

Reporting to the Sr. HR Director, NA with a dotted line to Refinery General Manager, the successful candidate will have responsibility for providing leadership and full HR business partner support for ASR-Group s business, which employs approximately 500 employees at the site.

Business Partnership

• Partner with business leaders to understand and implement business plans.
• Accountable to lead and drive the overall People & Organization Agenda for the location including identifying priorities and capturing opportunities to achieve business objectives.
• Support Continuous Improvement (CI) efforts via active support and championing of program and facilitation of key CI interventions.
• Act as single point of accountability for HR-related matters.
• Ensure effective management of the collective bargaining agreement by the site leadership team.

Talent Management

• Lead talent management activity aimed at building talent for the enterprise, including talent reviews, succession planning, college intern program administration, job rotation, high potential programs, and career development/pathing.
• Provide counseling and guidance to senior leadership on creating/executing performance development plans as well as performance improvement and development plans.

Employee Engagement

• Shape a high-performance culture that helps unlock the potential of our employees through thoughtful and well executed motivation & engagement plans.
• Anticipate and pre-empt employee issues/concerns. Address employee concerns/ grievances in a collaborative matter if/when they occur.
• Provide positive counsel and advice to employees and supervisors, as needed.
• Drive employee recognition programs to create a high level of employee morale.
• Participate in external affairs that establish ASR as a good corporate citizen.
• Proactively participate in and lead local communication/engagement plans aimed at optimizing employee engagement and creating a positive and inclusive work environment.
• Maintain constructive relationships with third party employee representatives.

Talent Acquisition

• Lead demand planning and workforce planning.
• Fill prioritized vacancies against site demand plan within targeted cycle time (Time-to-Fill), leveraging corporate resources and using efficient and effective processes.
• Manage structured and effective onboarding and induction of new employees.
• Manage regulatory requirements related to tracking of applicant data.

Learning & Development

• Analyze, Design, Develop, Deliver and Evaluate training programs aimed at building capability for the company.
• Deliver on-site training, including periodic refresher training, for front-line leaders, aimed at improving leadership skills and expertise.
• Understand and support individual development needs and plans.

Reward & Recognition

• Oversee efficient and effective salary planning and promotion processes.
• Ensure compensatio strategies remain competitive to attract and retain top talent.
• Implement programs that reward and recognize exceptional performance, fostering a culture of high achievement and engagement.

Other

• Ensure compliance with all applicable legislation and regulatory requirements.
• Lead and manage key projects, programs, and initiatives as needed.
• Drive consistent and systematic delivery of HR services across the organization.
• Measure, analyze and report on human capital metrics to inform strategic decisions.
• Perform additional duties as required to support business objectives.

• 10+ years of professional experience in Human Resources required.
• Experience with labor relations required.
• Experience with leading-edge/progressive HR practices.

• Bachelor s degree in HR or related discipline from an accredited university required.
• Advanced degree desired, but not required.
• PHR or SPHR certification desired, but not required.

• Supervisor responsibility for 3-5 HR and timekeeping staff.

• Analytical Thinking & Decision Making - Identifies and understands trends and/or issues; connects data points through analysis to arrive at a logical conclusion.
• Business & Financial Acumen - Demonstrates knowledge and understanding of the financial, accounting, marketing and operational functions of our organization; interpreting and…