Apr 16, 2019

Human Resources Manager - Global Operations

  • Tate & Lyle
  • Decatur, IL, USA

Job Description

ROLE PURPOSE

 

The Human Resources Manager (HRM) is responsible for aligning business objectives with employees and management in designated business units. He/She will act as an advisor/consultant to management across all levels of the organization on human resource-related issues, serve as employee champion and change agent, promote the company culture and values. This role is a generalist role which will support all of the client groups in our Decatur Administration location as well as providing primary local support to the Supply Chain organization located in Decatur. Additionally, it is the expectation that this role will become the local HR contact for his/her client group. This role is part of the US-based Human Resources team and must be able to work in a highly matrixed, collaborative environment. Initially, the role will report directly to the VP Human Resources with a strong dotted line to the Director Human Resources who is the HRBP to the Supply Chain organization.

 

A successful HRM has a high level of business literacy, including the unit's financial position, future plans, and project pipeline. The HRM creates value by understanding the business, providing insightful challenge to business leaders, supporting the implementing of people strategies and solutions that support business-specific strategy and objectives, working towards delivering the overall HR strategic plans and initiatives across the organisation.

 

 

MAIN ACCOUNTABILITIES

 

  • Primary HR Business Partner for the staff based in our administrative office in Decatur, IL. This will require partnership with other domestic and global HR teams to effectively support the full client group
  • Provide strategic HR leadership and consulting services to various business leaders as appropriate on people-related and strategic subjects, as well as advise management in appropriate resolution of employee relations issues
  • Administers and delivers  the following programs for client group, in addition to supporting other group HR initiatives:
    • Performance Management
    • Merit Planning
    • Talent Planning
    • Succession Planning
    • Employee Engagement
  • Partner with our Recruiting/Talent Acquisition Team to manage the full cycle of recruitment for assigned areas
  • Support the on-boarding process
  • Assist with the Immigration processes for North America
  • Together with the Talent Team, oversee the administration of training initiatives, managing both external providers with the Leadership Development team as well as delivery of in house training
  • Act as a gatekeeper to ensure legal compliance by monitoring and managing applicable federal and state requirements, conducting investigations and maintaining records
  • Ensure that consistent HR practices are implemented, as well as provide insights on best-practices throughout the industry
  • Works closely with the Centers of Excellence (Compensation and Benefits, Talent, HR Shared Services)
  • Help create a strong culture and high-class global standards by working closely with international colleagues
  • Promote diversity and inclusion across the organization
  • Lead local HR communications

 

Safety Accountabilities:

 

Protecting our people and the environment is foundational to our business

 

Each team member is expected to support the Tate & Lyle culture where Environment, Health and Safety are the overriding values in all activities. Every team member is accountable for working safely and complying with all EHS policies, procedures and regulations relevant to their work and is expected to speak up and intervene to prevent unsafe conditions and to respect fellow workers and the communities in which we work.  Included in this is abidance with our Life Saving Principles (LSPs) and our STOP WORK AUTHORITY, which are developed to strengthen our workplace safety, prevent serious injury or loss of life.

 

 

PERFORMANCE MEASURES

 

  • Maintain our HR Data to 100% accuracy
  • Follow-up and completion of commitments as defined in annual objectives
  • Has a reputation as a visible, positive role model for the business for the organisational values, standards and leadership behaviours
  • Takes full ownership for actions and outcomes
  • Challenges the status-quo to seek better ways of doing things
  • Highly responsive and intuitive to people and the situation
  • Builds strong, effective global relationships internally and externally
  • Moves quickly when business opportunities arise to create value
  • Sets specific, measurable, achievable goals
  • Establishes cross-location or cross-functional relationships
  • Balances a focus on the task with focusing on bringing people with them
  • Builds on the ideas of others and own ideas to improve the business
  • Considers the risks when making a decision

 

LEGISLATIVE REQUIREMENTS

 

N/A

 

COMPETENCIES, SKILLS, KNOWLEDGE, EXPERIENCE AND QUALIFICATIONS 

COMPETENCIES

 

Business Partnering

  • Ability to think about the entire organisation and the impacts of change, rather than just HR
  • Knowledge of the business and the industry
  • An understanding of customer expectations

 

Leadership & Strategy

  • Credible leadership and inspirational role modelling
  • Ability to set progressive vision and agenda for HR
  • Focused on contributing to business revenues and profits

 

Consulting

  • Management of risk across initiatives, projects and change
  • Managing change across T&L including stakeholder management and project delivery
  • Building the right capability for T&L to deliver future priorities

 

Delivery

  • Creation of HR metrics and analytics to drive business outcomes
  • Focused on achieving outputs that address business needs
  • Improving ways of working, tools, processes for seamless customer experience

 

QUALIFICATIONS

 

  • Bachelor’s degree in Human Resources or Business related field
  • Master’s Degree in HR or Business-related fields preferred
  • Proficiency in Office Package

EXPERIENCE

 

  • 7-10 years of relevant HR experience. Experience should be either in a generalist role or in multiple disciplines within the Human Resource function
  • Must have experience and a strong proven track record for success in multinational companies with manufacturing facilities in multiple locations
  • Strong Human Resource generalist experience as an effective strategist and practitioner with a solid track record of successful execution of HR programs
  • Experience working directly with manufacturing plants preferred
  • Employment Law / Labor Negotiation experience preferred

SKILLS / KNOWLEDGE

 

  • Exceptional people skills, communication and facilitation skills
  • Extensive capacity to influence business leaders
  • Organizational agility and savvy
  • Proficiency of HRIS systems
  • Strong communication and interpersonal relationship management skills with all levels of the organization
  • Deep sense of urgency
  • Proven successful track record and knowledge in organizational and employee development, performance management, employee relations, change management
  • Cultural adaptability
  • Confidence to work independently
  • Ability to travel 10% of the time (domestically)

 

 

ORGANISATION CHART

 

 

 

* If possible, add the number of employees


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