Job Description

HR Business Partner

Onsite | Full-Time

COMPANY SUMMARY

Pero Family Farms is a market share leader with over a century of dedication, commitment and integrity. Operating since 1908, Pero is the farm trusted by retailers and consumers alike. We are a fully integrated farming operation, with departments that specialize in organic farming, logistics, global supply chain management, national sales operations, food processing operations, and strategic marketing functions. Our operation includes over 35,000 acres spanning across the East Coast of the United States from Florida to New York, with distribution and production facilities in several different states. We pride ourselves in maintaining a strong family heritage and tradition that has been dedicated to quality, innovation, and excellent customer service that has been feeding America’s families for over a century. Our family’s passion for farming remains unwavering, with a vision to continue the tradition for many generations to come, whilst maintaining the reverence and trust it has established with the American consumer.

As we expand our offering to include an assortment of organic vegetable options; we have become one of the largest organic vegetable growers in the country and we are looking to grow our workforce family. Join us in continuing and strengthening our position as a market share leader dedicated and trusted by retailers and consumers alike.

JOB SUMMARY

The HR Business Partner is a core member of the site/plant leadership team and assists leadership in planning, development, implementation and evaluation of talent and HR activities. This position is responsible for several areas of human resources including the management and delivery of HR functions such as talent acquisition, development and training, EEO/AAP, benefits, employee relations, compensation, culture, retention and continuous improvement. The HR Business Partner manages employee relations.

JOB RESPONSIBILITIES

Provides direction and counsel regarding human resources aspects of plant operations. Responsible for employee relations support for all job classifications dedicated to the assigned location(s).
Analyzes labor demographics and compensation to ensure market competitiveness and attractiveness.
Responsible for integrating new talent into the organization.
Maintains reporting and improvement process for Key Performance Indicator (KPI).
Administers employee changes/enrollments and deploys communication of plan design changes to benefit programs.
Administers Worker’s Compensation and return-to-work case management for work related injuries.
Maintains knowledge of HR related laws, requirements, and government reporting regulations ensuring company policies, procedures, and reporting are in compliance.
Ensures internal compliance with regards to standard operating procedures, policies and delegation of authority for all core HR processes.
Responsible for the coaching, developing, and mentoring of supervisors and managers around application and demonstration of HR core competencies.
Leads performance management, succession planning, organizational development and organizational effectiveness process initiatives.
Helps create and lead year-end processes including performance management and salary planning.
Maintains employer of choice status through demonstration and application of Pero’s company culture and values and ensures this is integrated into the talent acquisition and assessment process.
Conducts investigations and addresses employee issues, concerns, and complaints; identifies trends for employee relations and workplace issues; communicates results to leaders; initiates strategy and/or action plans that addresses employee relations issues.
Analyzes development and capability needs and leads the administration of training programs.
Responsible for accurate transaction management and data submission for payroll processing.
Performs data maintenance and support for HRIS modules and training database.
Seeks to understand key business goals and priorities; supports and implements communication plans for organizational change initiatives
Applies understanding and assists management in developing skills towards a constructive company culture; provides HR insights on business issues
Partners with hiring managers, Talent Acquisition team and HRBP team to determine staffing needs and builds an assessment of talent; interprets hiring data and provides recommendations utilizing sourcing strategies
Works to ensure that career and training opportunities are being identified for employees in areas of responsibility; supports in the coordination and delivers training programs
Participates as a project member in Company initiative and/or project
Identifies gaps in policies and processes and makes recommendations for improvements
Carries out policy changes and ensures business adoption and understanding
Meets reporting requirements and monitors compliance with all relevant laws and regulations; protects confidentiality of highly sensitive information
Remains apprised of current trends, conditions, legislative changes, and handling of HR functions
Provides backup support for daily, general HR functions as needed

MINIMUM QUALIFICATIONS

Education: Bachelor’s degree in Human Resources or related degree required. PHR or SPHR certification preferred
Experience: Minimum of 5 years professional HR experience in an industrial/manufacturing environment.
Bi-lingual (English/Spanish/Haitian-Creole) candidate is required
Exposure: Project management, continuous improvement and problem-solving skills with the demonstrated ability to develop strong partnerships and effectively manage relationships.
Successful candidates will possess a strong work ethic, proactively take ownership both in and outside their respective areas of responsibilities, honor committed deadlines, ensure a quality and accurate work output, and possess a sense of urgency by addressing issues/problems in real time. Candidates will need to have the proven experience of utilizing influence management skills to accomplish goals, a willingness to challenge the status quo, the ability to detect problems, analyze the root cause through data analysis and implement corrective actions that promote a continuous improvement environment. It is critical that candidates appreciate building positive working relationships based on the foundations of trust, healthy debate, ability to resolve conflict, buy-in to team commitments, peer to peer accountability with productive actions/behaviors, and delivering a team-based result.

COMPANY BENEFITS/PERKS