Job Information
Post Holdings Inc. Human Resources Manager in Fitzgerald, Georgia
Brand: 8th Ave Food & Provisions
Categories: Human Resources
Locations: Fitzgerald, Georgia
Position Type: Regular Full-Time
Remote Eligible: No
Req ID: 30299
Job Description
Business Unit Overview
8th Avenue Food & Provisions is a growing organization made up of businesses that produce and sell quality products including peanut butter, granola, and fruit and nut trail mixes to retail, foodservice and ingredient customers. The company was formed in October 2018 through a combination of Post Holdings’ private brands businesses and is owned by Post Holdings and funds affiliated with Thomas H. Lee Partners, L.P. (“THL”), a private equity firm.
Responsibilities
OVERVIEW:
The Human Resources Manager will play a crucial role in managing HR functions for our manufacturing location, ensuring the development and implementation of effective HR strategies that align with organizational goals and foster a positive work environment. This role is responsible for completing all job duties in a manner that supports plant safety, food safety, quality and environmental practices.
Responsibilities :
Talent Acquisition
Design effective talent recruitment strategies that ensure the business has the talent needed to accomplish its objectives
Collaborate with plant leaders to understand staffing needs and ensure timely fulfillment of positions.
Employee Relations
Proactively manage employee relations, addressing concerns, conflicts, and conducting investigations when necessary.
Foster a positive and inclusive workplace culture through communication, engagement, and conflict resolution.
Performance Management
Support the performance management processes, including goal setting, performance reviews, and development plans.
Provide guidance to managers on performance-related matters and support the development of employees.
Training and Development
Identify training needs and coordinate the development and delivery of training programs.
Support career development initiatives and succession planning within the manufacturing location.
Policies and Compliance
Ensure compliance with all applicable labor laws, regulations, and company policies.
Implement and improve HR policies and procedures in line with organizational requirements.
Benefits and Compensation
Administer employee benefit programs.
Collaborate with leadership to determine competitive and equitable compensation structures.
Support wellness programs and initiatives that enhance employee well-being.
Data Management and Reporting
Maintain accurate HR records and generate relevant reports for management.
Analyze HR metrics to identify trends and areas for improvement
Education and Experience Requirements:
Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Master’s degree is a plus.
3-5 years’ experience as an HR Manager or similar role in a manufacturing environment.
Strong knowledge of employment laws, regulations, and HR evidence-based practices.
Excellent interpersonal and communication skills.
Ability to work collaboratively with cross-functional teams.
Exceptional problem-solving and decision-making abilities.
Preferred Education, Experience, and Skills:
Master’s Degree in Human Resources, Labor Relations, or Industrial Relations.
Previous experience managing global, multi-site projects.
Previous experience in a food manufacturing facility.
Experience developing and managing a department budget.
Must be able to handle multiple priorities with professionalism in a fast-paced work environment while maintaining safety and quality.
Physical Requirements:
Qualified applicants must be able to perform the following physical job requirements, with or without reasonable accommodation:
Must be able to lift up-to 25 pounds for 1+ hours per day.
Must be able to sit, stand and walk for 7+ hours per day.
Must be able to perform simple grasping for 7+ hours per shift.
Must be able to express and exchange written or spoken word.
OVERVIEW:
The Human Resources Manager will play a crucial role in managing HR functions for our manufacturing location, ensuring the development and implementation of effective HR strategies that align with organizational goals and foster a positive work environment. This role is responsible for completing all job duties in a manner that supports plant safety, food safety, quality and environmental practices.
Responsibilities :
Talent Acquisition
Design effective talent recruitment strategies that ensure the business has the talent needed to accomplish its objectives
Collaborate with plant leaders to understand staffing needs and ensure timely fulfillment of positions.
Employee Relations
Proactively manage employee relations, addressing concerns, conflicts, and conducting investigations when necessary.
Foster a positive and inclusive workplace culture through communication, engagement, and conflict resolution.
Performance Management
Support the performance management processes, including goal setting, performance reviews, and development plans.
Provide guidance to managers on performance-related matters and support the development of employees.
Training and Development
Identify training needs and coordinate the development and delivery of training programs.
Support career development initiatives and succession planning within the manufacturing location.
Policies and Compliance
Ensure compliance with all applicable labor laws, regulations, and company policies.
Implement and improve HR policies and procedures in line with organizational requirements.
Benefits and Compensation
Administer employee benefit programs.
Collaborate with leadership to determine competitive and equitable compensation structures.
Support wellness programs and initiatives that enhance employee well-being.
Data Management and Reporting
Maintain accurate HR records and generate relevant reports for management.
Analyze HR metrics to identify trends and areas for improvement
Education and Experience Requirements:
Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field. Master’s degree is a plus.
3-5 years’ experience as an HR Manager or similar role in a manufacturing environment.
Strong knowledge of employment laws, regulations, and HR evidence-based practices.
Excellent interpersonal and communication skills.
Ability to work collaboratively with cross-functional teams.
Exceptional problem-solving and decision-making abilities.
Preferred Education, Experience, and Skills:
Master’s Degree in Human Resources, Labor Relations, or Industrial Relations.
Previous experience managing global, multi-site projects.
Previous experience in a food manufacturing facility.
Experience developing and managing a department budget.
Must be able to handle multiple priorities with professionalism in a fast-paced work environment while maintaining safety and quality.
Physical Requirements:
Qualified applicants must be able to perform the following physical job requirements, with or without reasonable accommodation:
Must be able to lift up-to 25 pounds for 1+ hours per day.
Must be able to sit, stand and walk for 7+ hours per day.
Must be able to perform simple grasping for 7+ hours per shift.
Must be able to express and exchange written or spoken word.
Post Holdings provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic information, marital status, status as a covered veteran and any other category protected under applicable federal, state, provincial and local laws.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)