HR Generalist

At Bel, we are not just a company—we are a company on a Mission, built on 160 years of bold innovation, family values, and a commitment to social purpose. With beloved brands like Babybel®, GoGo squeeZ®, The Laughing Cow®, and Boursin®, our snacking solutions bring more than joy; they want to serve as a force for good. Our U.S. Mission? To help close the critical 80% nutrition gap by making it easier for Americans to eat more fruits, veggies, and dairy as part of their daily lives.

The company has headquarters in Chicago and New York City and operates 4 manufacturing plants in Little Chute, WI; Brookings, SD; Traverse City, MI; and Nampa, ID.  #IWorkForAllForGood

JOB SUMMARY:

The HR Generalist is responsible for applying HR knowledge to ensure effective business operations, regulatory compliance, and strong employee relations within a strong, growing company. The HR Generalist will support various HR functions and provide comprehensive HR support to both employees and management throughout the manufacturing facility. This position will administer and coordinate various plant focused HR functions, including but not limited to the following: recruitment, talent development, employee relations, compliance and reporting, benefit administration, including leaves management, and HR policy and procedure.

JOB RESPONSIBILITIES:

· Acts a key Business Partner with operations leaders and primary point of contact for front-line factory leadership

o Participates as an active business partner to understand business operations, goals and priorities and ensures HR function is aligned to provide necessary talent, leadership and services to support the business.

o Analyzes metrics and results of department initiatives in relation to established goals and recommends new approaches to effect continual improvements.

o Participates in development and accomplishment of Company and HR department goals, objectives, and priorities.

o Provides leadership and coaching to Supervisors with various hourly workforce matters, including staffing, training, performance management, attendance and leave of absence, and general employee relations.

o Recommends, develops, and implements, and interprets HR policies, procedures.

 

· Leads Talent Acquisition, Talent Management and Talent Development for hourly workforce

o Lead full cycle of resource planning activities for hourly factory positions in partnership with factory leadership.

§ Develop and maintain workforce planning tools, guide recruiting efforts and ensure consistent and compliant employment practices.

§ Analyze workforce planning and talent acquisition results in relation to established goals and recommend new approaches to effect continual improvement.

§ Manage full Talent Acquisition process in partnership with HR Coordinator.

o Guide planning and coordination of onboarding for new hourly workers, incorporating best practices and ensuring engaging and welcoming experience.

o Define and implement a training and development strategy for hourly employees that matches the needs of the organization.

o In partnership with factory leadership, administers hourly employee evaluations, including 30-60-90 and annual evaluations. Ensures evaluations are completed timely and accurately, guides leadership on performance related matters and assists in identifying and addressing performance gaps.

o Facilitates the development and qualification of factory trainers in partnership with factory leadership.

o Partners with HR Coordinator to ensure training and qualifications are completed timely and accurately.

 

· Contributes to hourly factory worker Employee Relations matters

o Works in partnership with leadership to guide hourly employee investigations, including coaching supervisors through investigation process, ensuring consistent approach to addressing corrective action, coordinating with stakeholders as appropriate and facilitating recommendations for discipline. Ensuring management and HR leadership are aligned on recommendations.

o Consult with employees and factory leadership in raising and resolving workplace issues. Regularly assess the plant climate and employee engagement and work to identify, analyze and improve opportunity areas. Make recommendations to improve and ensure a vibrant culture and respectful work environment.

o Support hourly employee off-boarding, including maintaining outplacement process and facilitating exit interviews.

 

· Leads Benefits, Workers Compensation and Payroll administration

o Leads time away from work programs for hourly employees (i.e. Attendance, FML, ADA, STD and LTD) ensuring consistent application and administration policies and programs. Supports escalated cases in collaboration with HR Coordinator.

o Supports benefit related questions, changes, and enrollment. Assists in annual open enrollment period, including leading information sessions with employees, distributing materials, communicating benefits changes.

o Serves as an escalation point of contact for complex benefit, payroll, leave of absence and workers compensation matters by providing leadership and guidance.

 

· Contributes to HR Compliance and Policies and Procedures

o Ensures consistent application and adherence to HR policies and procedures across the organization.

o Stays updated on relevant employment laws and regulations, assisting with compliance efforts, and ensuring HR practices align with legal requirements.

o Collaborates with the HR team to develop, review, and update HR policies and procedures, ensuring consistent application and adherence.

o Support employee engagement initiatives, and evaluate impact and outcomes associated with employee recognition programs, employee events, and employee surveys.

 

· Supports various HR Administration processes

o Provides support for maintaining the various Human Resource Information Systems (HRIS) to ensure employee data is updated timely and accurately.

o Maintains accurate employee records and ensure all necessary documents are filed appropriately.

o Generates HR reports and metrics as needed, providing data insights to assist in HR decision-making processes.

o Provides back-up and escalation support for unemployment claims, employment verifications, and KPI dashboards and reports.

 

KEY PERFORMANCE INDICATORS:

· Confidentiality, quality, accuracy, timeliness, reliability, and thoroughness of work performed.

· Turnover, time to fill, training/qualification timelines, orientation feedback, employee relations.

 

REQUIREMENTS:

EDUCATION

· Bachelor’s degree in Human Resource or related field

· PHR or SPHR certification is preferred

 

EXPERIENCE

· 5 years of HR Experience in a specialist, coordinator and/or administrative role.

· HR experience in a manufacturing environment is preferred

 

SKILLS

· Excellent organizational and time management skills, with a focus on attention to detail.

· Strong communication skills, both written and verbal, along with the ability to maintain confidentiality.

· Ability to think strategically, think conceptually while demonstrating ability to define tactical steps to meet objectives.

· Ability to lead through influence and develop and maintain collaborative relationships with a wide variety of personalities and levels of staff members.

· Strong problem-solving skills and ability to work both independently and collaboratively within a team environment.

· Ability to handle multiple priorities and complete tasks efficiently in a fast-paced environment.

· Proficiency in HRIS (Human Resources Information System) and MS Office Suite.

· Demonstrated ability to learn and navigate HRIS and talent management systems. Examples include ADP, Alchemy, applicant tracking systems and online learning platforms.

· Ability to read, write and speak Spanish is preferred in some US factory locations.

 

VALUES

· Model and champion core values of Dare, Care and Commit and Winning Behaviors of Do What is Right…Not What is Easy, Think Bold, Act Fast, Simplify and Focus, Inspire and Grow Self and Others, Act with People and Planet Front of Mind, Play to Win as a Team, and Make Customers Smile.

· Represent the HR Department, and company positively in all interactions.

· Contribute to a respectful and engaged workplace where employees feel valued, appreciated, and empowered.

· Actively seek to ensure Company is regarded as a great place to work.

· Follows all safety rules and procedures by working safely and ensuring safety of others.

· Follows all environmental protocols as applicable to the job.

· Follows all Good Manufacturing Practices as stated within the policy.

· Follow all food safety procedures.

 

PHYSICAL REQUIREMENTS

The physical requirements described are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals to perform the essential functions.

· Work is performed largely in an office with routine exposure to a plant environment which requires the use of appropriate personal protective equipment.

· Hours of work will generally be during regular business hours equaling 40 hours per week.

· Some variation in work hours is expected due to special projects, deadlines, and other matters.

· Must have the ability to occasionally lift 10–20-pound boxes.

 

TRAVEL REQUIREMENTS

· Occasional travel to other company locations may be required on a limited basis.

 

ACKNOWLEDGEMENT

This job description describes the general nature and level of work performed by an employee assigned to this position. It does not state or imply these are the only duties and responsibilities assigned to the job. The employee may be required to perform other job-related duties as requested by management. All requirements are subject to change over time and to possible modifications to reasonably accommodate individuals with a disability.

 

Bel Brands is an equal employment opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran status, disability status or any other basis protected by applicable federal, state, or local laws. Bel Brands also prohibits harassment of applicants or employees based on any of these protected categories. It is also Bel Brand’s policy to comply with all applicable federal, state and local laws respecting consideration of unemployment status in making hiring decisions.

 

Bel Brands is committed to recruiting, hiring and promoting people with disabilities and veterans. If you need an accommodation or assistance in using the website, please call 312-462-1500.

 

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