13 Jan, 2020
Human Resources Manager Business Unit/Function Human Resources Location Sycamore, IL or Hoffman Estates, IL. Will need to balance work week between the 2 locations Reporting structure Reports to VP Human Resources - Global Operations Line Manager +1 Chief HR Officer Direct Reports None Key Relationships The HRM interfaces with all levels of the plant organization, partners with the Productivity and Engineering Leaders and with other HRM’s, global HR teams, and other global team members. About Us Tate & Lyle is a global provider of ingredients and solutions to the food, beverage and other industries, operating from more than 30 locations around the world. Through large scale, efficient manufacturing plants, Tate & Lyle turns raw materials into distinctive, high quality ingredients. These ingredients and solutions add taste, texture, nutrition and increased functionality to products that millions of people around the world use or consume every day. We are the secret ingredient to Make Food Extraordinary in some of the world’s best loved brands. Role purpose The Human Resources Manager (HRM) is responsible for aligning business objectives with employees and management in designated business units. Advisor/consultant to management across all levels of the organization on human resource-related issues, serve as employee champion and change agent. Main accountabilities Primary HR Business Partner for the Sycamore location. This requires partnership with other domestic and global HR teams to effectively support the full client group. Main HRBP for the Global Productivity and Engineering team Provide strategic HR leadership and coaching and counsel to various business leaders as appropriate. Includes business partnership, strategy and business plan development and delivery and resolution of employee relations challenges and issues. Administers and delivers the following programs for client group, in addition to supporting other group HR initiatives: Performance Management Merit Planning Talent Planning Succession Planning Employee Engagement Lead the on-boarding process for the site. Partner with our Recruiting/Talent Acquisition Team to manage the full cycle of recruitment for assigned areas Together with the Talent Team, oversee the administration of training initiatives, managing both external providers with the Leadership Development team as well as delivery of in house training. Act as a gatekeeper to ensure legal compliance by monitoring and managing applicable federal and state requirements, conducting investigations and maintaining records. Ensure that consistent HR practices are implemented, as well as provide insights on best-practices throughout the industry Works closely with the Centers of Excellence (Compensation and Benefits, Talent, HR Shared Services). Help create a strong purpose led/people-centered culture colleagues. Promote inclusion and diversity across the organization. Lead local HR communications. Drive the company Purpose strategy for the site Safety accountabilities – EHS Critical Role Level 1 Protecting our people and the environment is foundational to our business Each team member is expected to support the Tate & Lyle culture where Environment, Health and Safety are the overriding values in all activities. Every team member is accountable for working safely and complying with all EHS policies, procedures and regulations relevant to their work and is expected to speak up and intervene to prevent unsafe conditions and to respect fellow workers and the communities in which we work. Included in this is abidance with our Life Saving Principles (LSPs) and our STOP WORK AUTHORITY which are developed to strengthen our workplace safety, prevent serious injury or loss of life. Level 1-Strategic Role – Drive EHS Excellence Culture and Improvements Develop/Design EHS Policies and Procedures and Best Practices (I don’t think this is the responsibility of HR Help to Set EHS Goals and Objectives As a member of the Management Team shares overall responsibility for: Preparing and implementing EHS Management Systems (J2EE) Reviewing EHS performance to ensure company objectives and expectations are met Involving all employees in the relevant EHS plans for activities and services Assessing the existence and effectiveness of EHS plans through appropriate audits and reviews Effectively reviewing and tracking corrective actions for all incidents, defects, hazards, inadequacies of procedures and suggested improvements that are escalated Implementing leadership requirements specified in the EHS Management Standards FES Duty of Care: F ood Safety Carry out responsibilities/duties according to food safety, legal and quality requirements so as to ensure that our products are fit for human consumption. E nvironment Comply with all environmental standards, procedures and work instructions at all times. Report any environmental violations or near misses in order to prevent any impact upon the local environment, its inhabitants and Tate & Lyle. Health & S afety Adhere to the safety policies, procedures and site rules. Fully participate in the safety programme, including reporting any incidents or near misses and auditing. Performance measures Maintain our HR Data to 100% accuracy. Follow-up and completion of commitments as defined in annual objectives. Seen as a visible, positive role model for the business for the organizational values, standards and leadership behaviors. Takes full ownership for actions and outcomes. Challenges the status-quo to seek better ways of doing things. Highly responsive and intuitive to people and the situation. Builds strong, effective global relationships internally and externally. Moves quickly when business opportunities arise to create value. Sets specific, measurable, achievable goals. Establishes cross-location or cross-functional relationships. Balances a focus on the task with focusing on bringing people with them. Builds on the ideas of others and own ideas to improve the business. Considers the risks when making a decision. Skills and experience required COMPETENCIES: Business Partnering Ability to think about the entire organization and the impacts of change, rather than just HR. Knowledge of the business and the industry. An understanding of customer expectations. Leadership & Strategy Credible leadership and inspirational role modelling. Ability to set progressive vision and agenda for HR. Focused on contributing to business revenues and profits. Consulting Management of risk across initiatives, projects, and change. Managing change across T&L including stakeholder management and project delivery. Building the right capability for T&L to deliver future priorities. Delivery Creation of HR metrics and analytics to drive business outcomes. Focused on achieving outputs that address business needs. Improving ways of working, tools, and processes for seamless customer experience. QUALIFICATIONS Bachelor’s degree in Human Resources or Business related field. Master’s Degree in HR or Business-related fields preferred. Professional HR certification (PHR/SPHR) Proficiency in Microsoft Office Package. EXPERIENCE 10+ years of relevant HR experience. Experience in a generalist, HRBP or in multiple disciplines within the Human Resource function. Must have experience and a strong proven track record for success in multinational companies with manufacturing facilities in multiple locations. Strong Human Resource generalist experience as an effective strategist and practitioner with a solid track record of successful execution of HR programs. Experience working directly with manufacturing plants preferred. Employment Law / Labor Negotiation experience would be a plus SKILLS /KNOWLEDGE Ability to think and work independently Creative solutions to complex business issues Exceptional people skills, communication and facilitation skills. Extensive capacity to influence business leaders. Organizational agility and savvy. Proficiency of HRIS systems. Strong communication and interpersonal relationship management skills with all levels of the organization. Deep sense of urgency. Proven successful track record and knowledge in organizational and employee development, performance management, employee relations, change management. Cultural adaptability. Confidence to work independently. Ability to travel 10% of the time beyond 2 locations (domestically).
Big House Group Ltd. Hoffman Estates, IL, USA