HR Business Partner

The position summary states the general nature and purpose of the job. Overall accountabilities are defined in this section.

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 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.

And lastly, but just as importantly, the HRBP is a key stakeholder embedded in the leadership team to identify key opportunities, troubleshoot barriers to success, and resolve business issues to drive goals across the organization.

The below statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. May perform other duties as assigned.

• Implements and oversees on-going Human Resources programs, policies, and procedures to foster development in your location's overall management, supervisory engagement, and employee relations.

• An employee advocate working to improve the relationship between employees and management, a champion of the Smithfield culture and ensures alignment to the Smithfield Way.

• Supervises Human Resource staff directly or through supervisors. Plans, assigns and reviews assignments; coaches and mentors staff; evaluates job performance, and approves or recommends actions.

• Partners with the business to identify current and future skills needed to effectively run the business and leads succession planning to drive the talent plan for the business. Drives regular communication and collaboration with employees and leadership.

• Drives successful administrative, management, and hourly production employee retention. Uses knowledge, experience, and continuous assessment of facility dynamics to determine the training and educational needs and deploys proactive solutions.

• Owns the compliant execution of the location's Affirmation Action plan to achieve AAP goals during entire employment process for all employees at the facility (recruitment, promotions, transition processes).

• The HRBP is the primary decisionmaker for situations involving policy or contract interpretation. Develops and implements innovative solutions to employee and/or labor relations issues to mitigate any legal or compliance-related risks. Maintains a positive labor/employee relations environment by counseling managers and employees on human resource policies and rules, identifying and resolving problems or recommending courses of action and having a presence in our manufacturing work environments.

• Performs data analysis and prepares statistical reports, narrative reports and communications for use in identifying business opportunities and formulating goals and objectives based upon results and trends identified. Has the ability to utilize data to construct a sound business case and can influence through others to champion the 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.