Sr. HR Business Partner Manager

Job Summary:

The Sr. HR Manager is responsible for partnering strategically with leaders within the Product Supply functions while ensuring excellence in execution to create and implement or improve programs enabling the business to achieve its objectives. This role will lead and develop a small team of HR professionals, while serving as a trusted advisor to business leaders on people-related issues, acting as an employee champion, talent manager, and change agent, relentlessly improving the employee experience and business model across multiple functions and locations, including our flagship manufacturing plant in Aurora, IL. The Sr. HR Manager will partner closely with the HR Director and leaders from the business and HR COEs to deliver value-added impact for leaders and employees that reflect Glanbia’s values and help achieve business objectives.

Essential Functions, Duties, and Responsibilities:

• Strategic HR Partnership: Collaborate with leaders, HR team members, and HR Centers of Excellence to develop and implement talent strategies that support business goals and drive organizational performance. Serve as a trusted advisor to the business. Effectively partner and deliver on key priorities.
• Talent Management: Lead talent management initiatives, including talent forecasting, creation of talent pipelines, talent & succession planning processes, and performance management processes to improve business performance.
• Employee Relations: Ensure leaders create positive employee relations and transparency. Direct thorough investigations and swiftly resolve complex issues, ensuring decisions are in line with values, balancing business and employee needs.
• Workforce Planning: Lead or partner with the cross-functional team to advance the labor strategy by analyzing data, understanding the evolving hiring needs, and effectively collaborating to ensure optimum staffing levels, supporting effective recruiting, onboarding, and offboarding processes.
• Talent Development: Identify, develop and implement talent programs focused on enhancing the skills, knowledge and capabilities of employees. Build a culture of continuous learning and professional growth across the organization.
• Culture Champion: Promote and embed the organization's values, beliefs, and behaviors throughout the workforce. Collaborate with leadership and employees to create a positive, inclusive, high engagement and high-performing team environment.
• Performance Management: Provide guidance and support to managers on performance management processes, including goal setting, performance reviews, delivering effective feedback, improving performance, and workforce effectiveness.
• Change Management: Support and drive change management initiatives with effective communications to ensure smooth transitions and minimal disruption.
• HR Project Management: Lead or participate in the effective execution of HR projects and initiatives, such as employee engagement action planning, wellbeing programs, inclusion and belonging programs, and organizational design efforts.
• People Analytics: Collaborate with business leaders and COEs to identify business challenges and develop data-driven insights to inform talent decisions and improve processes to achieve business goals and improve employee experience.
• Legal Compliance: Ensure compliance with federal, state, and local employment laws and regulations. Maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.

Education Requirements:

• Minimum 4 Year / Bachelor’s Degree Human Resources, Business or a related field
• Preferred Master’s Degree Human Resources, MBA, or a related field

Experience: 

• 7+ years (w/Bachelor’s degree)
• 5+ years (w/Masters degree) HR experience (HRBP experience in a manufacturing environment preferred)
• Experience managing and developing other HR professionals is strongly preferred. 
• Bilingual (Spanish) communications skills are strongly preferred.
• Proven ability to build relationships and influence business leaders on complex people issues. 
• Proven ability to effectively lead complex employee relations issues to resolution. 
• Deep knowledge of human resources best practices and employment law. 
• Proficiency in HRIS and other HR-related software. Success Factors experience is a plus.
• Strong PC skills and understanding of Microsoft Office, particularly Word, Excel and PowerPoint. Microsoft Copilot experience is a plu