HR Manager (onsite College Park)

Arthur J. Gallagher · College Park

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This position is responsible for aligning business objectives with team members and management.  The Site HR Manager serves as the champion and role model of a positive people first culture and functions as a consultant to management.  Interacting with employees, this role addresses and resolves employee matters, communicating themes to corporate HR and business leaders.  They seek to develop integrated solutions and formulate partnerships across the HR function while delivering value-added service to leadership and teams. This role will manage a team of HR professionals and is responsible for their development/growth. This role reports into the Sr. HR Manager. 

Business Partner:

• Understand and anticipate business priorities and contribute to the development of the assigned business’ strategy  
• Understand business context, issues, and challenges to provide coaching to leaders.  
• Use business knowledge to provide effective solutions that align with business goals.  
• Ensures execution of the people strategy.  
• Partner with the designated business unit to understand key performance issues, objectives, and drivers and converts those needs into people management solutions.  
• Proactively engages with employees to build and reinforce positive culture.    

Change Champion:

• Embrace change and understand strategies to address and reduce resistance.  
• Champion new initiatives and act as a catalyst for change that drives continuous improvement in business performance.  
• Act as a driver of organizational and cultural change.  
• Coach leaders on leading change, engaging team members and effectively building capabilities.  
• Support delivery of the people strategy within the business unit and drive business results through the identification and development of targeted HR/OD interventions to deliver performance.  

Talent Manager and Organizational Designer:

• Ensure the right talent is in the right role and the right time based on current and future business needs.  
• Implement proactive and innovative talent management solutions to deliver business results.  
• Understand and analyze organizational capabilities to proactively develop and implement organizational design and structure improvements to support delivery of the business strategy.  
• Coach, challenge, and support managers in their role on people development and organizational related processes.  
• Assesses, builds and delivers training.    

Operational Support:

• Implementation of initiatives, understand common frameworks, share best practices, maintain flexibility to meet assigned business unit’s needs.  
• Support the roll out of HR solutions to the business unit, acting as a champion, engaging stakeholders, challenging and coaching leaders to gain buy-in.  
• Develop tools in collaboration with Communities of Excellence and Shared Service groups to maximize opportunities for economies of scale, company wide consistency, and shared learning.  
• Guide and support leaders on performance management, including interim coaching, counseling, career development, and disciplinary guidance.  
• Manage and partner with direct leader and Legal to resolve complex employee relations issues by conducting effective, thorough, and objective investigations.  
• Advise and coach Leaders of others on compensation program, including annual merit and compensation processes.  
• Oversees the hourly recruiting function for the location. Responsible for ensuring labor metrics are met in partnership with functional departments.  
• Oversees payroll reconciliation, ensuring accuracy of employee pay. 
• Oversee the hourly training program. Training department management. 

• Bachelor's degree or equivalent work experience is required. 
• Minimum five (5) years of relevant experience in a manufacturing environment
• Previous people leadership experience required. 
• Breadth of knowledge on HR practices, procedures and HR laws and regulations 
• Excellent interpersonal, facilitation and coaching skills; engages and builds effective relationships across the organization 
• Excellent verbal and written communication skills with the ability to interact at all levels of the organization 
• Action-oriented with a focus on results 
• Operates with the utmost integrity and trust 
• High levels of resourcefulness, influence/organizational savvy, execution skills (strategy through implementation) 
• Ability to balance the strategic and the practical with strong implementation and drive for execution 
• Sound judgement and decision making 
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) 
• Ability to show leadership, empathy, and flourish in a change environment 
• Ability to empower the business to implement policies and procedures to meet the business needs 
• Ability to demonstrate respect, confidence, care and courage in talent development and management decisions 

Works in a normal office environment where the employee is regularly required to speak, see, hear, sit, stand, talk, type, walk and bend while moving about the facility.  The noise level in the office is quiet. Occasional travel to plants or meetings is required.

The Marzetti Company (Nasdaq: MZTI) manufactures and sells specialty food products. Our retail brands include Marzetti® dressings and dips, New York Bakery™ garlic breads, and Sister Schubert’s® dinner rolls, in addition to exclusive license agreements for Olive Garden® dressings, Chick-fil-A® sauces and dressings, Buffalo Wild Wings® sauces, Arby’s® sauces, Subway® sauces, and Texas Roadhouse® steak sauces and frozen rolls. Our foodservice business supplies sauces, dressings, breads, and pasta to many of the top restaurant chains in the United States.

At Marzetti, our mission is to make every meal better through high-quality, flavorful food. Led by our purpose, to nourish growth with all that we do, our team members are dedicated to creating great tasting food and cultivating deep and lasting relationships.

Business Partner:

• Understand and anticipate business priorities and contribute to the development of the assigned business’ strategy  
• Understand business context, issues, and challenges to provide coaching to leaders.  
• Use business knowledge to provide effective solutions that align with business goals.  
• Ensures execution of the people strategy.  
• Partner with the designated business unit to understand key performance issues, objectives, and drivers and converts those needs into people management solutions.  
• Proactively engages with employees to build and reinforce positive culture.    

Change Champion:

• Embrace change and understand strategies to address and reduce resistance.  
• Champion new initiatives and act as a catalyst for change that drives continuous improvement in business performance.  
• Act as a driver of organizational and cultural change.  
• Coach leaders on leading change, engaging team members and effectively building capabilities.  
• Support delivery of the people strategy within the business unit and drive business results through the identification and development of targeted HR/OD interventions to deliver performance.  

Talent Manager and Organizational Designer:

• Ensure the right talent is in the right role and the right time based on current and future business needs.  
• Implement proactive and innovative talent management solutions to deliver business results.  
• Understand and analyze organizational capabilities to proactively develop and implement organizational design and structure improvements to support delivery of the business strategy.  
• Coach, challenge, and support managers in their role on people development and organizational related processes.  
• Assesses, builds and delivers training.    

Operational Support:

• Implementation of initiatives, understand common frameworks, share best practices, maintain flexibility to meet assigned business unit’s needs.  
• Support the roll out of HR solutions to the business unit, acting as a champion, engaging stakeholders, challenging and coaching leaders to gain buy-in.  
• Develop tools in collaboration with Communities of Excellence and Shared Service groups to maximize opportunities for economies of scale, company wide consistency, and shared learning.  
• Guide and support leaders on performance management, including interim coaching, counseling, career development, and disciplinary guidance.  
• Manage and partner with direct leader and Legal to resolve complex employee relations issues by conducting effective, thorough, and objective investigations.  
• Advise and coach Leaders of others on compensation program, including annual merit and compensation processes.  
• Oversees the hourly recruiting function for the location. Responsible for ensuring labor metrics are met in partnership with functional departments.  
• Oversees payroll reconciliation, ensuring accuracy of employee pay. 
• Oversee the hourly training program. Training department management. 

• Bachelor's degree or equivalent work experience is required. 
• Minimum five (5) years of relevant experience in a manufacturing environment
• Previous people leadership experience required. 
• Breadth of knowledge on HR practices, procedures and HR laws and regulations 
• Excellent interpersonal, facilitation and coaching skills; engages and builds effective relationships across the organization 
• Excellent verbal and written communication skills with the ability to interact at all levels of the organization 
• Action-oriented with a focus on results 
• Operates with the utmost integrity and trust 
• High levels of resourcefulness, influence/organizational savvy, execution skills (strategy through implementation) 
• Ability to balance the strategic and the practical with strong implementation and drive for execution 
• Sound judgement and decision making 
• Proficient in Microsoft Office Suite (Word, Excel, PowerPoint) 
• Ability to show leadership, empathy, and flourish in a change environment 
• Ability to empower the business to implement policies and procedures to meet the business needs 
• Ability to demonstrate respect, confidence, care and courage in talent development and management decisions 

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