Imagine working for a company that knows that its people are the key to its success in the marketplace. A company in which achieving extraordinary results and having a stimulating work experience are part of the same process. We cultivate and embrace a diverse employee population. We recognize that people with diverse backgrounds, experiences and perspectives fuel our growth and enrich our global culture. We are looking for an individual who enjoys working in a fast-paced, team oriented environment, likes to be challenged, and values the opportunity to make a difference. This position is responsible for hands-on management of Human Resources systems and processes in Campbell Snacks Willard, OH location, which employ approximately 750 hourly, salaried and contract associates. The individual in this generalist role will have operational responsibility for recruitment and retention, employee relations, training and talent development, organization effectiveness, wage and salary administration, performance management, employee safety and wellness, engagement planning, oversite to company store and benefits administration. In addition to managing compliance activities, the incumbent will act as a strategic business partner in building a high performing culture, as well as lean manufacturing and other continuous improvement initiatives, that support both the plant’s and Company’s overall goals and objectives. Principal Accountabilities: Daily HR Operations – Manage the following HR processes and Supply Chain initiatives: Provide ongoing recruiting support to the plant management team. Source a diverse slate of well-qualified candidates, schedule and conduct interviews, and prepare offer letters in a timely manner. Maintain a positive employee relations environment by responding to all employee relations issues and guiding them to successful resolution and leading training for front line leaders. Conduct thorough and prompt investigations, interpret and explain Company policy, coach employees as necessary, and ensure that disciplinary action is administered fairly and consistently. Drive employee learning and development by facilitating Campbell University workshops and other training programs. Identify plant and individual training needs and develop a curriculum focusing on managerial/supervisory development, diversity and inclusion, new hire selection process, objective setting, etc. Build internal talent by driving the creation, implementation, and execution of high-quality development plans which are directly linked to the annual Succession Planning process. Manage the compensation process for both hourly and salaried employees. Conduct an annual survey of prevailing hourly wages in the local area; prepare an Hourly Wage Recommendation. Partner with the management team to develop job descriptions for open salaried positions; work with Corporate Compensation to identify appropriate levels and salary ranges for these openings. Provide focus and direction for performance management activities. Drive the Hourly Performance Management Program. Lead salaried employees through objective setting, Individual Development Planning, mid-year review, and year-end performance appraisal processes. Partner with the management team to drive safety performance and employee accountability for safety throughout the plant. Work with the Safety Manager to manage occupational injury/illness claims and administer Workers’ Compensation. Provide leadership for the implementation of unique, site-specific wellness programs (in addition to corporate programs) to encourage employee involvement. Drive high organizational engagement and empowerment by implementing a survey tool to measure culture, manager quality, high performance, and employee engagement. Help managers interpret survey results, facilitate engagement planning sessions, and develop and execute robust action plans. Oversee benefits and leave of absence administration. Communicate benefit changes, manage the Annual Enrollment process, and assist employees in resolving benefit and leave issues. Strategic Partner – Execute the following strategic initiatives: Drive the Key Operator Certification Program. Provide ongoing leadership for Willard’s continuous improvement initiatives and participate in and help drive the 5S Program, kaizen events, standard work development, etc. Assist the Director, HR – Supply Chain in building a high performing culture at Willard while simultaneously sustaining its unique culture, as well as implementing other key strategic initiatives. Regulatory Compliance – Manage the following compliance activities: Develop Willard’s annual Affirmative Action Plan and quarterly updates in compliance with Company and EEOC guidelines. Partner with the Leadership Team to ensure full compliance with OSHA standards. Drive compliance with FMLA and ADA regulations. Job Complexity: Must interpret Company policy and resolve complex employee relations issues in a fair and consistent manner. Must be available to respond to these issues on a 24/7 basis. Must possess the interpersonal savvy necessary to interact effectively with employees at all levels of the organization – from hourly production workers to the Company President. Must tailor the message and presentation style to fit the audience. Must partner effectively with the Corporate Legal Department to investigate and resolve Integrity Hot Line complaints, complex employee relations issues, ethics violations, charges filed by regulatory agencies, etc. Must be able to manage multiple projects simultaneously and prioritize based on business needs. Must align plant projects/initiatives with Company goals, in order to drive organizational alignment. Must serve as Company contact and liaison during compliance reviews and audits by regulatory agencies, such as EEOC, State Human Relations Commission, etc. Must partner with the plant leadership team to determine appropriate crewing levels and source a diverse slate of qualified candidates for both hourly and salaried positions. Must serve as a change agent and help employees adapt to organizational change. Must actively support and help drive lean transformation and high performing culture. Must drive the performance management process for hourly and salaried employees, meeting all corporate timelines and other deliverables. Must stay current with respect to both internal and external factors impacting the plant’s workforce, including new or revised Company policies, developments in employment law, pending legislation, etc., communicate these changes to the plant leadership team, and make appropriate recommendations. Job Specifications: B.A./B.S. degree in Human Resources Management or a related field required. M.A./M.S. degree in Human Resources Management preferred. 7 – 10 years of previous Human Resources Generalist experience required, in a manufacturing environment preferred. Prior experience in food manufacturing or other consumer product industry is preferred. Knowledge, skills, and abilities required: Strong Human Resources Generalist background with a comprehensive working knowledge of employee relations, employment law, and regulatory compliance. Exceptional interpersonal skills, including excellent verbal and written communication abilities. Must demonstrate active listening and strong facilitation and conflict resolution skills. Demonstrated business savvy. Must possess strong organizational and analytical skills and attention to detail. Familiarity with Lean principles and initiatives, including 5S programs and standard work development. Proficiency with Microsoft Office applications, including Word, PowerPoint, Excel, and Outlook. Prior Workday, Kronos, and SAP experience is preferred. Ability to thrive in a fast-paced, team environment. Proven track record of delivering excellent business results under demanding timetables. The working environment includes both office and plant floor settings. Exposure to industrial noise, forklift traffic, moving mechanical parts, and temperature extremes occurs in operating areas of the plant. ACR The Company is committed to providing equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, veteran status, disability, age, religion or any other classification protected by law. In that regard, U.S. applicants and employees are protected from discrimination based on certain categories protected by Federal law. Click here for additional information.