HR Generalist

The new facility located in Whitehall, OH is dedicated to the retail product portfolio with a specialization in rolled dough (pizza, pie, pastry), cookie dough and new brand expansions. Most importantly, we are GROWING. As we grow, our team members grow with us. If you are looking to do the best work of your career, be a part of an extraordinary company and have a passion for what we do, we want to hear from you!!

Our Cerelia Whitehall plant may be new, but the history of Cerelia goes back to 1974. As the years have passed, the company has grown from a France based production company to an international leader.

This is an exciting HR Generalist opportunity, in a production facility with TONS of growth potential! The HR Generalist will be involved in all aspects of HR and able to provide their insight and experience to assist with the continued evolution of the HR Dept. and really make a long-lasting mark in the Company. The HR Generalist is responsible for providing guidance & support to all employee groups through assisting in the implementation of company-wide HR programs, resolution of human resources issues, and promoting enhanced organizational efficiency, communication and understanding. This role will also be responsible for the full-cycle recruitment process for building the right candidate pool for our business. A strategic partner with our hiring managers and ultimately responsible for the fulfillment of job requisitions and building a talent pipeline.

Recruiting

• Build recruitment strategies that are robust, proactive, and align with business objectives and workforce planning.
• Meet designated metrics and goals determined by the recruiting strategy plan such as number of phone screens, hiring team interviews, time to fill, and number of jobs filled which will vary depending on the type of role.
• Create new sourcing strategies and provide updates and reports on current channel strategy.
• Prioritizes and staffs vacant positions to ensure quality of service continuity based on the needs of the organization while building a pipeline of future candidates.
• Leads the recruitment process by conducting intake meetings with the hiring manager, posting positions, conducting interviews for hiring managers, and applicant correspondence.
• Source candidates by attending job fairs or other recruiting events, networking within the industry and making cold calls as necessary.
• Create and provide a detailed job posting/description to prospective candidates, including a detailed description of the benefits package, as appropriate.
• Present approved offers to candidates and provide feedback to both HR and hiring managers
• Responsible for extending employment offers, completing pre-hire paperwork and background screening procedures for all candidates, as well as conducting new hire orientation/onboarding.
• Managing the internal applicant process by posting positions for employees to see and working with Supervisors/Managers to determine eligibility.

Payroll & Benefit Administration

• Responsible for the accurate and timely weekly and biweekly closure of payroll for salaried and hourly employees.
• Responsible for addressing root causes and developing action plans to resolve for the long term.
• Manage Temporary staff & agencies, including weekly hours, invoice verification and payment, staffing demands.
• Ensure new hires receive information for all our benefit programs at hire and their elections are processed in a timely manner.
• Assist Assistant Manager of People & Culture with the evaluation of positions and justification for salary changes if required.
• Assist with industry survey to ensure competitive rates are paid. In partnership with the Assistant Manager People & Culture provide yearly analysis and recommendations for increases to salaried and hourly personnel by position and performance.

Human Resources Administration

• Establish and manage employee records, and files, safeguarding the confidentiality of employee documents.
• Provide guidance to managers/supervisors related to company privacy policy and non-release of personal information related to any of their employees except through Human Resources.
• Respond to and resolve difficult and sensitive inquiries and complaints.
• Prepare and complete documents for new hires and ensure that payroll is updated with the appropriate information.
• Responsible for the accurate entry within the HRIS.

Supporting Cerelia USA Bakery Inc. HR Initiatives

• Provide advice and recommendations on best practices in the Human Resources field; solutions and implications for various human resources issues; and directions in human resources for contemplated changes; ensure Human Resources initiatives are value-added and that services and programs are delivered efficiently and expertly.
• Keep current on changing legislation and regulations regarding human resources matters and develop processes to ensure management and employees are trained in these areas.
• Be an active member of the Cerelia USA Bakery Inc. Human Resources team including participation in various Corporate HR-related projects.
• Be a positive role model and have fun!

• 4-year degree in Human Resources or related field, or equivalent years of relatable experience.
• 2-5 years experience as full cycle recruiter and/or HR Generalist/Coordinator
• Previous experience with HRIS Systems
• Understanding of Federal and State labor laws, Conflict Resolution, Training & Development Facilitation, and Performance Management.
• Ability to create and maintain an environment that is fun to be a part of even given stretch targets.

• Previous experience with ADP WorkforceNow
• Experience recruiting large hourly workforces in a short timeframe.
• Ability to improve an organization’s talent pool, culture, and overall performance through progressive human resources practices.
• PHR/SHRM Certification.
• Bilingual Spanish.

• Strategic: Develops, recommends, and implements strategic operations plans while anticipating long-term trends and needs.  Ensures operations capacities and capabilities are developed to meet anticipated needs.  Ensures staff our well developed to meet the increasing responsibilities and complexities of their jobs.
• Initiative:  Initiates courses of action that will lead to improved performance/effectiveness of the Business Unit Team.  Sees a need and takes action to address; questions the way things are done, and initiates changes where necessary; sticks with an issue until it is resolved. 
• Information Seeking: Investigates and researches information, digs to resolve discrepancies; obtains information or opinions internally and externally to gain insight or expertise – makes well-informed decisions.
• Self-confidence: Willing to take on a new challenge or assignment displaying confidence and enthusiasm; emphasizes the positive and upside aspects of difficult situations – every situation provides an opportunity for learning.
• Results Orientated & Can-Do Attitude: Strives to beat or meet project deadlines; sets own high standards for quality of work; seeks ways to use time and resources more cost-effectively; highly organized with the ability to set priorities and multi-task.
• Team Leadership: Works cooperatively with others promoting team participation as a means to generate more ideas, greater consensus & engagement, and a higher level of commitment to delivering results.  Creates the environment and processes for the team to build its capacity to take on increasing accountability for results over time; builds team expertise, skills, knowledge, and performance levels; ensures understanding, consensus and input by keeping team members informed about decisions, the rationale behind them, how they align to the overall business objectives and site objectives.