HR Manager

Job Location: Senai, Johor, Malaysia

Summary:

Manager HR will be responsible to execute, and implementation of human capital strategies required to drive Hershey Malaysia plant’s Annual Plan and Strategic Growth Plan to meet current and future business needs for the plant, through working in partnership with the and the plant management thereby ensuring Hershey plant realizes its overall business objectives. The Manager HR will support Malaysia business leaders and teams to implement high-impact talent and employee relations interventions. The individual will be an integral part of the Malaysia plant leadership team and play a critical role in representing the client’s strong values in Malaysia.

Responsibilities:

Strategy Development:

• The incumbent will work closely with the Sr. Manager, STBP and the business leaders to define needs, provide input to the development of the HR strategy, lead a team of HR business partners and generalists to achieve the strategy, and translate the impact via measurable results.
• Provide oversight and responsibility for developing and executing HR programs and processes within the plant operations, in order to ensure attainment of Hershey Malaysia plant goals and objectives.
• Participate in the development of the plant’s plans and programs as a strategic partner, but from the perspective of the impact on people.
• Evaluate and advise on the impact of long-range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources.
• Establish credibility with management and the employees in order to be an effective listener and problem solver of people issues.

Building Talent & Organization Capability

• Partnering with Senior Leadership, support the process of building talent capability throughout client groups through recruitment, performance management, workforce planning, succession planning, career development, and diversity.  Be responsible as a trusted strategic partner and driving transformation in mindset, behaviors and ways of working, for building a diverse and inclusive work culture, and securing future talent and capabilities.
• Enhance and/or develop, implement and enforce HR policies and procedures of the organization through the use of systems that will improve the overall operation and effectiveness.
• Develop staffing strategies and implementation plans and programs to identify talent within and outside the corporation for positions of responsibility. Identify appropriate and effective external sources for candidates for all levels within the company.
• Develop programs to embrace applicants and employees of all backgrounds and to permit the full development and performance of all employees.
• Promote and support global opportunities through talent moves. 
• In collaboration with senior plant leadership, build a performance-based culture that emphasizes Hershey’s purpose and behaviors.
• Provide his/her business partners with perspective on the impact of human capital advantages and insights to the success of the organization.

HR Excellence and Administration

• Keeps abreast with the corporate and statutory employee benefit programs and ensures accurate application of programs.
• Ensures compliance with government laws as well as consistent application of disciplinary actions and development of plans to reduce absenteeism.
• Conducts local wage & benefit surveys to assess competitiveness; develops annual wage and benefit recommendations.
• Completes Affirmative Action Plan and ensures accountability and execution; proactively address issues and responds to all state/federal EEO and related charges/inquiries; maintains awareness levels by conducting periodic training, plant postings, mailings, handbook and newsletter updates.
• Partners with Workers’ Compensation claims adjusters, internal and external legal resources, and Risk Management to effectively manage claims.

Employee Engagement

• Owns the employee engagement aspect of the plant by developing and executing an employee engagement strategy and staying abreast of the pulse of the workplace; includes significant time spent on the plant floor.
• Actively participates in Plant Manager "roundtable meetings," staff meetings, and shift, quarterly and/or state-of the-plant meetings; participates/leads management and employee task teams and engages in group business unit meetings.
• Manages the Hershey employee survey process and ensures accountability and follow-through by management.
• Ensures consistent application of policies and practices; assesses need/opportunity for work rule and policy changes; offers guidance, direction, and training to management on administration of employee handbook and policy and disciplinary matters to ensure consistency and "just cause."  Leads the plant’s peer review issue resolution process.
• Develops and maintains a positive employee relations strategy; conducts union vulnerability analysis and completes action plans as needed. Communicates and trains salaried workforce on leadership of choice principles.

Minimum knowledge, skills and abilities required to successfully perform major duties/responsibilities:

• Understanding of, and some experience with, most or all of the core aspects of Human Resource Management (staffing; employee relations; performance management; leadership development; training)
• Proactive mindset and translate concepts into actionable items.
• Courage to make tough decisions and deliver difficult messages with professionalism and poise
• Demonstrated ability to interact effectively with all levels of employees.
• Knowledge of applicable state and federal employment laws and regulations affecting the workplace.
• Ability to work collaboratively with and influence the plant leadership team.
• Strong floor presence with the ability to understand the pulse of employee morale.
• Consultative style and approach with proven ability to develop credible relationships with executive.

Minimum Education and Experience Requirements:

• Bachelor’s/Master’s Degree in Human Resources
• At least 6 years’ experience as the lead HR professional in a manufacturing plant.
• 6-8 years progressive HR or related experience