Reporting to the Executive Vice President – Business Services and Strategic Initiatives, the Senior Director of Human Resources (HR) Services will play a pivotal role in leading and managing the HR function. The impact will be substantial as this position oversees HR services including Talent Acquisition, Management and Retention, Employee Relations, Payroll, and Benefits. Additionally, you will be responsible for developing and implementing HR policies and procedures to ensure compliance with local labor laws and regulations. A strategic mindset, strong leadership skills, and a collaborative approach will be essential in driving HR service excellence.

With over $1.1 billion in annual net sales, the Mizkan America HR team supports 12 manufacturing plants and 1,200 full time employees across the U.S.

Key Responsibilities:

HR Leadership:

• Lead, recruit, train, and manage the HR team, fostering professional growth, performance evaluation, and providing training as needed
• Manage day-to-day HRLT operational issues.
• Prepare and manage the HR department budget, ensuring all expenditure aligns with organizational goals.
• Serve as a trusted advisor to the VP of HR and Leadership team providing insights, recommendations, and strategic support for People & Culture initiatives.
• Lead or participate in exit interviews, retention surveys, and feedback processes, assimilating findings to inform senior leadership.
• Participate in cross-departmental collaboration, team meetings, organizational initiatives, new employee orientation, and other onboarding activities.
• Maintain up-to-date knowledge of HR regulations, industry trends, and best practices, sharing relevant insights with leadership.
• Lead operational and project management efforts, ensuring efficiency and impact in programs and initiatives.
• Oversee performance management processes, including goal setting, performance reviews, and development plans.
• Implement succession planning and career development programs to support employee growth and organizational needs.
• Manage employee relations and serve as the HR leadership resource for employee relations matters. This includes performance management, policy interpretation, and disciplinary actions, ensuring timely resolution of HR-related inquiries and external compliance with agencies (e.g., EEOC, unemployment).

Talent Acquisition, Management and Retention:

• Oversee the recruitment process for employees ensuring a positive candidate experience.
• Partner with the Business to identify staffing needs, support recruitment efforts, to ensure a best-in-class workforce.
• Develop and implement effective onboarding and offboarding programs.
• Lead talent management processes to drive employee growth and retention, including action planning and development forum facilitation.
• Foster a positive and inclusive work environment that promotes employee engagement and retention.
• Execute targeted engagement and retention strategies, ensuring a positive workplace culture that fosters productivity and long-term commitment.
• Drive continuous improvement initiatives in employee experience, recognizing and addressing workforce challenges proactively.
• Leverage employee feedback mechanisms (e.g., surveys, focus groups) to inform and refine HR strategies and improve employee satisfaction and retention
• Champion our company values and ensure they are reflected in all HR practices.

Compensation, Benefits & Payroll

• Manage the company’s total rewards programs (compensation, benefits, and recognition) are aligned with business needs, ensuring they are competitive and equitable to attract and retain talent.
• Conduct market analysis to ensure alignment with industry standards.
• Oversee payroll processing to ensure accuracy and compliance with compensation policies.
• Conduct regular reviews of compensation and benefits to ensure competitiveness and alignment with industry standards.

Compliance & HR Operations

• Oversee the development, implementation, and monitoring of HR policies, ensuring compliance with FMLA, ADA, EEO, AAP, OIG, and other federal and state regulations.
• Manage HR systems and processes, ensuring data accuracy and efficiency.
• Develops and builds human resources and personnel processes, guidelines, and supporting documents including an employee handbook. Regularly review and update the Employee Handbook to ensure policies and procedures are relevant, compliant, and well-communicated across the organization.
• Manage relationships with co-employment organizations to ensure compliance with relevant laws and regulations.
• Monitor and ensure adherence to labor laws and industry standards, conduct regular audits and risk assessments to identify and mitigate compliance issues.

Key Competencies:

• Mission Driven – ability to work in a mission and values-driven environment.
• Ethical – uphold integrity, fairness, and transparency with limited resources.
• Conflict Resolution – mediating and providing guidance during crucial conversations.
• Full life cycle human resources – the ability to build, guide, and document all aspects of human resources, including but not limited to recruitment, benefits administration, performance management, learning and development, compensation, compliance, and separations.
• Strategic Planning – the ability to provide input and implement strategy.
• Motivation – must be able to influence others.
• Leadership – must be able to inspire and guide others towards a common goal.
• Management – must adapt one's management style according to the person and situation, practicing adaptive management.

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
• Minimum of 10 years of HR experience, with at least 5 years in a leadership role within a manufacturing or CPG environment.
• Strong knowledge of HR policies, labor laws, and compliance requirements.
• Proven experience in talent management, employee relations, payroll, and benefits administration.
• Excellent communication, leadership, and people management skills.
• Ability to work effectively in a fast-paced and dynamic environment.
• Professional HR certification (e.g., SHRM-SCP, SPHR) is highly desirable.
• Experience with HR technology and systems, including HRIS and payroll software.
• Demonstrated ability to lead and develop high-performing teams.
• Strong analytical skills with the ability to interpret data and metrics to drive decision-making.
• Knowledge of HR best practices and industry trends
• Knowledge of diversity, equity, and inclusion (DEI) practices and initiatives.

The annual base salary for this position ranges from $214,000 to $288,000.

Compensation is based on a number of factors including market location and may vary depending on job-related knowledge, skills and experience. Short-Term Incentive and other forms of compensation may also be provided as part of a total compensation package.

A full range of medical, dental, vision, 401K plus up-to-four percent (4%) match, profit sharing, wellness program, paid parental leave, long-term-care insurance, critical accident insurance, short- and long-term disability and education assistance are also available.