Clemens Food Group

  • HR Business Partner

    Job Locations US-PA-Hatfield
    Requisition ID
    2018-10970
    # of Openings Remaining
    1
    Shift
    1st Shift
    Employment Status
    Regular Full-Time
  • Overview

    Clemens Food Group is the industry leader in customer solutions. Originally founded in 1895, the Company has a long rich heritage, deeply rooted in values. Clemens Food Group is a vertically coordinated company that includes hog farming, food production, logistical services, and transportation. To this day, it remains steadfastly dedicated to continuing previous generations' commitment by operating as good stewards of the community and the environment, offering quality innovative products and services, and working with our business partners, customers, employees, and family members with the highest degree of integrity and ethics.

    Responsibilities

    The HR Business Partner is responsible for:

    Team Member Care - Priority 1 - 20% of Time

    • Executes Case Management SOP's
    • Maintains contact with team members out on LOA
    • Maintains contact with all restricted and open Worker's Compensation cases
    • Maintains contact with team members on temporary work restricts not work related
    • Make contact with team members with 3 no call no shows and appropriate ADA processes are followed
    • Provide coaching to supervisors regarding treatment of injured workers
    • Contact team members when major life events occur (births, deaths, illness)
    • Ensure major life events are entered into system and tracked for points of contact
    • Direct team members towards available resources (chaplains, Employee Assistance Program, benevolent fund)
    • Align department with wellness initiatives / benefits Proactively seek opportunities to engage team members in assigned area

    Organizational Development - Priority 2 - 20% of Time

    • Review disciplinary and coaching opportunities with area leaders and serves as a model of discernment
    • Collaborate with talent development manager on evaluation of talent within designated area
    • Work with talent development manager and superintendent / hiring manager to execute on PIP and action plans
    • Coordinates identification of root cause for opportunity talent
    • Use admin reporting in regards to qualification to follow up on team member status with supervisors
    • Coordinate and follow-up with supervisors on status of temporary job transfers through metrics, understands needs of designated area and leads Human Capital improvement projects (flex scheduling, span of control, position control)
    • Work with business partners to identify reporting needs and create as needed
    • Run reports as needed for supervisors on team member training statuses (DM - Generalist? Admin?)
    • Identify changes and recommendations for learning plans in alchemy
    • Work with hiring manager to ensure onboarding plans are executed effectively
    • Exit interview conducted for each TM termination

    Hiring / Onboarding- Priority 3 - 20% of Time

    • Draft & extend formal offers, using existing templates, for roles recruited by Generalist (nonexempt & exempt to supervisor level only)
    • Conduct employment verifications (& reference checks if necessary) for non-exempt applicants
    • Review and grade applicants against job criteria for non-exempt applicants
    • Schedule & conduct phone interviews for exempt applicants
    • Schedule and attend nonexempt in-person interviews with hiring managers for all internal and external candidates in their area
    • Coordinate and administer job specific assessment tests (XT, TTI, Excel, Math tests)
    • Communicate with hiring managers on candidate status as needed
    • Enter dispositions in to Applicant Tracking System for each candidate not selected, as needed, before requisition is closed
    • Make sure that requisitions are closed and hiring process is complete
    • Serve as a resource for questions regarding requisitions in Applicant Tracking System Creates and submits requisitions for any new or replacement positions that have been approved (DM - Hiring Manager or Admin?)
    • Coordinate exempt interview process

    Compliance- Priority 4 - 20% of Time

    • Initiates team member statuses and paperwork (active/terminated) in Ultipro as needed
    • Reinforce policy and direct exceptions to appropriate leaders
    • Receives and reviews all LOA applications for their area to determine whether request qualifies for approval
    • Prepare LOA paperwork and initiate application process for new requests Initiate short term disability application and work with carrier through approval process
    • Manages the ADA process, including interactive process within assigned area and documents actions and outcomes
    • Coach/ serve as a point of reference for managers on proper completion of paperwork (term checklist, level training, status change form, new hire paperwork)
    • Participates in response to EEOC / PHRC complaints

    Team CFG- Priority 5 - 20% of Time

    • Reinforce the core competencies, key expectations, and core values in assigned area
    • Participates in strategy development in associated areas
    • Attend level 10 HR Meetings Attend weekly staff meetings
    • Participate in community efforts. Address identified issues and opportunities to implement best practices
    • Participate in personal growth opportunities.
    • Participate in cross functional task forces as available.
    • Train and coordinate cross-functional groups as needed.
    • Lead and participate in appropriate generalist training meetings
    • Make recommendations for improvements on HR processes

    Qualifications

    • 3 - 5 years of high volume HR experience
    • Knowledge of state and federal labor/ employment law
    • Knowledge of HR systems including performance management, employment, employee relations or organizational development
    • Ability to demonstrate sound judgment and effective communication skills (written and verbal)
    • Ability to develop professional relationships and credibility with line management
    • Ability to demonstrate effective influencing skills

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