Title:  HRBP Sr Manager

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At Graphic Packaging International, we produce the paper cup that held your coffee this morning, the basket that transported those bottles of craft beer you enjoyed last weekend, and the microwave tray that heated your gourmet meal last night. We’re one of the largest manufacturers of paperboard and paper-based packaging for some of the world’s most recognized brands of food, beverage, foodservice, household, personal care and pet products. Headquartered in Atlanta, Georgia, we are collaborative, diverse, innovative individuals who create inspired packaging while giving back to our communities. 

With over 25,000 employees working in more than 130 locations worldwide, we strive to be environmentally responsible in our industry and in the communities where we operate. We are committed to workplace diversity and offer compensation and benefits programs that are among the industry’s best to reward the talented people who make our company successful.

If this sounds like something you would like to be a part of, we’d love to hear from you.

A World of Difference. Made Possible.

Summary

Graphic Packaging International has an immediate need for a HRBP, Sr. Manager supporting the Shelbyville, IL location. Located in central Illinois, the Shelbyville plant is the flagship facility of the Foodservice division and the largest plant in GPI!  This position has overall responsibilities for developing, promoting and implementing innovative HR solutions to meet business needs and increasing organizational efficiency. This person in this role is also responsible for providing direction and assistance regarding employment, salary administration, payroll, benefits, performance management, labor relations, employee relations, employment law and workforce planning.

 Responsibilities include but are not limited to the following job functions:

Employee Relations/Labor Relations:

• Drive GPI’s employment culture through effective Employee Engagement planning and execution.
• Provides advice and counsel to hourly and salary employees to maintain a positive, productive employment environment free of discrimination and inconsistencies. Monitor and provide feedback regarding policies, procedures and programs and propose improvements as necessary. Serve as liaison for voicing employee concerns.
• Facilitate grievance process for the facility, up through the arbitration process.  Support contract negotiations and bargaining of agreements as necessary.
• Coaches employees, supervisors and colleagues assisting them in problem resolution and to improve performance. Coach, advise and recommend corrective actions.
• Serve as liaison between Corporate HR and plant for escalation issues.
• Support line leaders to improve skills and effectiveness and to create an environment where each employee can fully contribute.
• Conduct annual training on Safety/Environmental, Code of Business Ethics, Anti-Harassment, Anti-Discrimination, and other related HR Policies.
• Draft responses to hotline complaints, NLRB charges and EEOC charges filed by employees
• Act as change agent to implement strategies that drive culture changes in a complex environment
• Coach plant leaders on best practices affecting employee morale and engagement
• Identify and address issues arising that require training and direction to the plant senior leadership team

Staffing and Recruitment:

• Facilitate labor strategy planning in collaboration with business partners.

• Manages the process for temporary staff utilized in the plant. Acts as the company liaison with the staffing agencies.

• Has oversight and involvement in all hiring practices. Administers the hiring process for all employee groups.

• Partners with the training team to support the on-boarding process and integration of employees.
• Represent facility in unemployment claims process.
• Tracks and reports on headcount monthly for all departments.

Other Duties:

• Manages the plant Performance Management process via Success factors system.
• Oversees the Benefits functions for the facility.
• Assists in development or re-engineering of innovative processes and systems (Reward & Recognition, attendance, and other people programs).
• Resolve complex employee relations issues
• Provides reports to site leadership team on a regular basis or as needed.
• Ensure compliance with all local, state, and federal regulations pertaining to Employment Law.
• Complies with and drives compliance with all HR practices.
• Initiate actions within the HRIS and manages employee files.
• Responsible for recruitment and retention strategies.
• Handles data requests from corporate and regional HR on plant metrics as needed
• Directly involved in responsibilities /actions related to prerequisite and food safety Programs.
• Shares an obligation to protect and strengthen Graphic Packaging International’s good reputation in our relationships with customers, employees, suppliers, competitors, investors, and governmental agencies, and to act consistently with our core values: Integrity, Respect, Accountability, Relationships, and Teamwork.

Required Skills:

• Proven ability to foster effective business partnerships with operations and support function leadership.

• Ability to drive issues to closure and resolution quickly and effectively
• Ability to solve complex employee relations issues and conduct investigations to reach a conclusion based on credibility assessments
• Five years problem solving, project management, supervision, and writing experience.
• Computer Skills: SAP, MS Office, and database programs
• Bachelor’s Degree  or experience equivalency required.
• Minimum of 8 years of HR Experience in a plant manufacturing setting is required.
• Prior management of HR function including managing and developing direct reports is required
• High attention to detail
• Minimal travel

Salary Min:   $116,730.00

Salary Mid:   $155,610.00

Salary Max:  $194,490.00

Graphic Packaging is an Equal Opportunity Employer. All candidates will be evaluated on the basis of their qualifications for the job in question. We do not base our employment decision on an employee's or applicant's race, color, religion, age, gender or sex (including pregnancy), national origin, ancestry, marital status, sexual orientation, gender identity, genetic identity, genetic information, disability, veteran/military status or any other basis prohibited by local, state, or federal law. Click here to view the Poster, EEO is the Law.

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