Manager, HR

Based out of Romeoville, just southwest of Chicago, Great Kitchens has been supplying private label, take & bake pizza since 2005. It was recently acquired by Brynwood Partners in December 2020. We have the unique capability to innovate through recipes, toppings, crust types and baking profiles and our flexible manufacturing lines allow us to provide our customers with a premium pizza product. We pride ourselves on providing the highest quality in every aspect of the pizza process and provide solutions to both retail and foodservice customers. Our pizzas are proudly served in 9 of the top 15 food retailers in North America and 6 of the top 10 global food retailers. We serve all major channels: grocery, supercenter, limited assortment, convenience stores, warehouse clubs, QSR, foodservice and E- commerce. Our flexibility sets us apart from many of our competitors and allows for quick speed to market for new products. Our pizzas have an excellent track record for quality and have been recognized by several of our customers as “Best in Class.” We also pride ourselves on safe and sustainable business practices. Both our Romeoville and Chicago Heights plants are BRC GSFS A rated and we have a global supply network of top-quality suppliers allowing us to leverage their R&D capabilities for our customers.” Our people are our strongest asset, and we proudly employ over 700 employees.

 Our Company operates a 165,000 sq ft crust facility in Chicago Heights and a 155,000 sq ft toppings facility in Romeoville. Every role is vital to the growth of our organization.

Key Accountabilities 

The HR Manager manages Human Resource functions and programs for the Chicago Heights location. Provides Human Resources services that include initiatives to recruit and retain talent, create a training and development environment and promote a culture of employee engagement. Specific areas of direct influence include employee relations, benefits and payroll administration, attendance and leaves of absence policy administration, compensation/salary administration, organizational development, performance management, training, EEO/AA compliance, diversity, safety, Worker’s Compensation, record keeping and special projects. Leads the initiation, development and consistent implementation of human resources policies and procedures in accordance with company objectives, tailoring as required to meet business or unique functional needs. Participates in development of strategies for Operations and/or Human Resources Department.

Essential Duties and Responsibilities

Employee Relations 

• Maintain current understanding and ensure adherence to applicable state and federal employment compliance requirements.
• Ensure consistency in the application of local processes and procedures.
• Advise Management of employee issues and take appropriate steps toward conflict resolution.
• Understand and utilize Corporate Human Resources fair employment policies and procedures to create a non-discriminatory work environment.
• Lead investigation and work with management toward employee/labor relations issues resolution.
• Responsible for enforcing the disciplinary process and partnering with the leadership team on actions that go against company policies.
• Educate Supervisors and Managers on the disciplinary action policy and how to apply it.

Oversee and administer leave request and accommodations, particularly under the Family and Medical Leave Act, the Americans with Disabilities Act, state and local leave laws 

• Communicates with employees regarding their needs for leave. Ensures that employees are aware of their responsibilities and of any documentation and notice required to qualify for an to take leave
• Takes ownership of the FMLA leave administration process from the employees initial notice of the needs for leave to the return to work. This includes gathering and completing all required paperwork, determining leave eligibility, designating leave as FMLA-qualifying, requesting medical certification as needed, and accounting for intermittent and reduced schedule leave use.
• Maintains reasonable communication with employees on leave to facilitate smooth and timely return to work; relays communication between employees and their managers during leave within reason.
• Oversees the return – to -work process for employees returning from extended FMLA, works compensation, or other leaves(s).
• Maintains complete and accurate records of leave and accommodation requests in accordance with specified legal requirements and documentation of best practices.
• Preserves confidentiality of employee medical documentation and files.
• Maintains knowledge of all applicable leave and accommodation laws including the FMLA, ADA, and state and local laws.

Administer and facilitate talent recruitment efforts

• Understand and utilize Corporate Human Resources recruitment policies and processes to obtain the most qualified candidates available.
• Compose recruitment ads and other recruitment-related communications.
• Ensure hiring managers fill open positions in a timely and efficient manner.
• Work closely with Human Resources Recruiter 

Manage compensation, benefits and payroll administration 

• Understand and implement Corporate Human Resources benefits and compensation policies and procedures.
• Assist and/or direct employees for assistance with their benefits needs.
• Maintain working knowledge of benefits, including: health and welfare, 401K; holiday and PTO; and salary continuation plans.
• Perform open enrollment functions as required by Corporate Human Resources.
• Maintain a working knowledge of outside benefits; unemployment insurance and Workers’ Compensation.
• Oversee payroll activities and manage coordination with Payroll Manager on issue resolutions, exceptions and special circumstances.
• Work closely with Payroll & Benefits Manager

Assist in organizational development planning and implementation 

• Work with management to develop and implement reorganizational and restructuring plans.
• Lead succession planning and career development initiatives.
• Assist in the training for all employees.

Oversee adherence to performance management tracking

• Monitor performance evaluations to ensure they are completed and submitted on a timely basis.
• Follow up with supervisors and managers as appropriate.
• Facilitate development and monitoring of employee performance improvement plans.

Administer EEO/AAP and OSHA/Safety programs to ensure compliance with all regulatory requirements.

• Ensure the accurate and timely completion of affirmative action and EEO plans and records. 
• Cooperate with internal and external legal counsel as required.
• Oversee maintenance of records, logs and other required documentation.
• Investigate work injuries and partner with Safety Specialist 
• Assist Safety Specialist with investigations of work injuries. 

Education, Technical Qualifications, Experience and Competencies Proficiency Level

Required

• Bachelors degree in Human Resources, Business Administration, or related field
• Excellent leadership and presentation skills 
• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems.
• Bilingual English/Spanish.

Preferred

• A minimum of 3 years of human resource management experience
• Experience in a food manufacturing environment
• Proven track record in the development and implementation of Human Resource Programs
• Training and facilitation skills

Physical Requirements

• Prolonged periods of sitting at a desk and working on a computer.
• Must be able to lift 15 pounds at times.
• Must be able to access and navigate each department at the organizations facilities.

Work Environment

• Ability to work independently and self initiator.
• Travel about 20% to other locations and Corporate Office.