HR Business Partner

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The Value You’ll Bring — The Human Resources team is searching for ambitious HR professionals to discover, hire, and retain great talent. These leaders are the conduit for positive employee relations, performance management, and the focal point for benefits/compensation. The Human Resources Business Partner (HRBP) manages, directs, and coordinates our Human Resources policies and programs including labor relations, wage & salary administration, orientation & training, safety & health, benefits & employee services, compliance, and more.

The HRBP also manages the recruitment, development & retention of employees, and has knowledge of EEO laws and general human resources concepts. The HRBP is a key stakeholder embedded in the leadership team to identify opportunities, troubleshoot barriers to success, and resolve business issues to drive goals across the organization.

• Implements and oversees on-going Human Resources programs, policies, and procedures to foster development in location-based management, supervisory engagement, and employee relations.
• Advocates for employees to improve the relationship between employees and management, champions the Smithfield culture, and ensures alignment to the Smithfield Way.
• Supervises Human Resource staff directly or through supervisors. Plans, assigns and reviews work; coaches and mentors staff; evaluates performance; and approves or recommends actions.
• Partners with the business to identify current and future skills needed, leads succession planning, and drives the talent plan; maintains regular communication with employees and leadership.
• Drives retention of administrative, management, and hourly production employees. Assesses facility dynamics to determine training and educational needs and deploy proactive solutions.
• Owns the compliant execution of the location's Affirmative Action plan to achieve AAP goals during the employment process for all employees at the facility (recruitment, promotions, transition processes).
• Acts as primary decision-maker for policy or contract interpretation. Develops and implements solutions to employee and/or labor relations issues to mitigate legal or compliance risks; counsels managers and employees on HR policies and rules.
• Performs data analysis and prepares statistical and narrative reports to identify business opportunities and set goals; uses data to influence and drive change.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals to perform the essential functions.

• Bachelor’s Degree from an accredited four-year college or university in Human Resources, Business Administration or related field and 5+ years’ relevant experience, or an equivalent combination of education and experience, required.
• 2+ years of demonstrated experience in team management/development or project leadership is required.
• General knowledge of employment laws and practices.
• Knowledge of HR systems, Internet software, Microsoft Office Suite (Excel, Word, PowerPoint);
  Payroll Database software.
• Specialized knowledge of HR systems, processes and procedures, including administration of benefits, compensation and other programs.
• Prior experience in a manufacturing environment, preferred.
• Ability to speak effectively before groups of customers or employees.
• Must be able to maintain a high level of confidentiality.
• Strong reasoning and math skills.
• Must be able to travel 5-10% of the time.
• Ability to work well with others in a fast-paced, dynamic environment.
• Ability to be respectful, approachable and team oriented while building…