Human Resources Manager

ASR Group is the world’s largest refiner and marketer of cane sugar, with an annual production capacity of more than 6 million tons of sugar. The company produces a full line of grocery, industrial, food service and specialty sweetener products. Across North America, ASR Group owns and operates six sugar refineries, located in Louisiana, New York, California, Maryland, Canada and Mexico. In Europe, the company owns and operates sugar refineries in England and Portugal. ASR Group also owns and operates mills in Mexico and Belize. The company’s brand portfolio includes the leading brands Domino®, C&H®, Redpath®, Tate & Lyle®, Lyle’s® and Sidul®.

OVERVIEW

Reporting to the Sr. HR Director, the successful candidate will have responsibility for providing leadership and full HR business partner support for manufacturing locations within ASR Group located in Buffalo, NY, Chicago, IL and Nashville, TN, which employ between 200-300 employees.

As a member of the Global Human Resources Team, the HR Manager position contributes a high level of energy to providing value-added and efficient HR services to ASR’s business. The individual must be strategic in the sense of being able to think broadly with vision and deliver results through formal and informal influence of others, but also tactical in the sense of maintaining strong HR service delivery and addressing day-to-day matters and solving routine-to-complex problems that emerge. Success in this role is based upon being able to demonstrate clear value to the business by executing against key objectives through partnership/ collaboration with key stakeholders in HR and the business.

DETAILED ROLES & RESPONSIBILITIES

Business Partnership

• Partner with business leadership to understand and implement business plans

• Accountable to lead and drive the overall People & Organization Agenda for the location including identifying priorities and capturing opportunities to achieve business objectives

• Support Continuous Improvement (CI) efforts via active support and championing of program and facilitation of key CI interventions

• Act as single point of accountability for HR-related matters

• Ensure effective management of the collective bargaining agreement by the site leadership team

Talent Acquisition

• Anticipate capability needs through well-thought-out and well-executed demand planning and workforce planning

• Fill prioritized vacancies against site demand plan within targeted cycle time (Time-to-Fill), leveraging corporate resources and using efficient and effective processes.

• Manage structured and effective onboarding and induction of new employees.

• Manage regulatory requirements related to compliance of federal, state and local laws for talent acquisition.

Learning & Development

• Analyze, Design, Develop, Deliver and Evaluate training programs aimed at building capability for the company.

• Deliver on-site training, including periodic refresher training, for front-line leaders, aimed at improving leadership skills and expertise.

• Understand and support individual development needs and plans.

Talent Management

• Assess key learning needs at an individual and site level and develop targeted talent plans to ensure organization capability needs are met

• Evaluate opportunities to develop organization capability at individual and site level

• Work with ASR-Group Learning & Development to deliver key learning programs at site level

• Lead talent management activity aimed at building talent for the site location, including talent reviews, succession planning, college intern program administration, job rotation, high potential programs, and career development/pathing.

• Provide counseling and guidance to managers on creating/executing performance improvement and development plans.

• Lead all aspects of talent management and succession planning activity to ensure a sustainable pipeline of high-quality talent across the business

Employee Relations

• Proactively participate in and lead local Engagement plans aimed at optimizing employee engagement and creating a positive and inclusive work environment.

• Anticipate and pre-empt employee issues/ concerns. Address employee concerns/ grievances in a collaborative matter when they occur.

• Provide positive counsel and advice to employees, managers, and supervisors, as needed.

• Drive employee recognition programs to create a high level of employee engagement.

• Engage in the sites programs’ to build and maintain relationships with local government and community stakeholders. Participate in external affairs that establish ASR as a good corporate citizen

• Be a visible presence with employees at the site by frequent visits and walking the floor each day

Reward & Recognition

• Manage efficient and effective salary planning and promotion processes

• Ensure competitive salary and benefits offer in order to attract and retain high-quality talent

• Build and execute plans that reward and recognize desired performance and overall high-performance work culture

Planning & Performance

• Drive systematic delivery of HR services

• Measure, analyze and report on human capital performance

Projects

• Manage key projects; programs and initiatives, as necessary

• Participate in Group-wide projects, programs and initiatives, as necessary

Other

• Ensure compliance with all relevant legislation and regulatory requirements

• This position may be required to perform other duties not listed, as necessary

WORK EXPERIENCES

• 8 years of professional experience in Human Resources required

• 5 years of experience providing HR support to a manufacturing or CPG business preferred

• Exposure to Continuous Improvement tools and concepts (e.g., Lean, Six Sigma, Kaizen) preferred

EDUCATION REQUIREMENTS

• Bachelor’s degree in HR or related discipline from accredited university

• Advanced degree preferred, but not required

• PHR or SPHR Certification preferred, but not required

SUPERVISORY RESPONSIBILITY

• Supervisor responsibility is based on location size; it may include management of an HR Representative (Exempt) and/or a Human Resources Assistant (Non-Exempt)

ESSENTIAL CAPABILITIES (KNOWLEDGE, SKILLS, ABILITIES AND PERSONAL ATTRIBUTES)

• Analytical Thinking & Decision-Making – Identifies and understands trends and/or issues; connects data points through analysis to arrive at a logical conclusion.

• Business & Financial Acumen – Demonstrate knowledge and understanding of financial, accounting, marketing and operations functions. Interprets and applies understanding of financial indicators to make better decisions.

• Change Management – Achieves success through change; identifies opportunities for improvement and innovation, removes barriers and resistance; and enables behaviors that support desired outcomes.

• Computer Proficiency – Proficiency in Microsoft Office suite (Word, Excel, Power Point, Outlook) and Internet research.

• Customer Orientation – Keeps internal and external customers in mind at all times. Strives to proactively address customer concerns and needs.

• Develops Others – Plans for the growth of others, diligently addresses performance issues and conflicts, both at the individual and organization level with the purpose of achieving results through the activities of other people.

• Effective Communication – Expresses ideas and information in a clear and concise manner by tailoring one’s message to fit the interests and need of the audience

• Ethics & Integrity – High degree of personal integrity in all business dealings. Gains the confidence and faith of others by actions and words that promote being honest, forthcoming, integrious and vulnerable.

• Results Orientation & Accountability – Takes accountability, identifies, executes and drives action to consistently achieve desired results.

• Influencing & Engagement Skills – Ability to proactively engage and influence others at all levels, at times without formal authority. Confidence and ability to have critical conversations, if necessary.

• Problem Solving – Anticipates, evaluates, diagnoses and resolves problems in a systematic and fact based manner.

• Strategic Mindset – Understands short and long term priorities and aligns department priorities and behavior around achievement of those objectives.

• Teamwork/Collaboration – Creates a climate that fosters commitment to a common vision and shared values that promote cooperation, inclusion and working together through trust and support of others.

• Travel – Ability to travel up to 10% throughout domestic locations primarily.

• Reliability – Regular and predictable attendance

LOCATION OF ROLE

Buffalo, NY

SALARY PAY RANGE: $102,500 - $190,500 plus bonus

• The pay rate for the successful candidate will depend on the candidate’s qualifications and prior experience.

• Benefits include healthcare (medical, dental, vision, prescription drugs) available the first of the month following 30 days of employment, 401(k) with match, life insurance, AD&D, short-term disability, vacation, holiday and sick time.

We are an equal opportunity employer. We do not discriminate on the basis of race, color, creed, religion, gender, sexual orientation, gender identity, age, national origin, disability, veteran status or any other category protected under federal, state, or local law. All employment is decided on the basis of qualifications, merit, and business need.