ASR Group is the world’s largest refiner and marketer of cane sugar, with an annual production capacity of more than 6 million tons of sugar. The company produces a full line of grocery, industrial, food service and specialty sweetener products. Across North America, ASR Group owns and operates six sugar refineries, located in Louisiana, New York, California, Maryland, Canada and Mexico. In Europe, the company owns and operates sugar refineries in England and Portugal. ASR Group also owns and operates mills in Mexico and Belize. The company’s brand portfolio includes the leading brands Domino®, C&H®, Redpath®, Tate & Lyle®, Lyle’s® and Sidul®.

OVERVIEW

Reporting to the Sr. HR Director, NA with a dotted line to Refinery General Manager, the successful candidate will have responsibility for providing leadership and full HR business partner support for ASR-Group’s business, which employs approximately 500 employees at the site.

As a member of the Global Human Resources Team, the Senior Human Resources Manager position contributes a high level of energy to providing value-added and efficient HR services to ASR’s business. The individual must be strategic in the sense of being able to think broadly with vision and deliver results through formal and informal influence of others, but also tactical in the sense of maintaining strong HR service delivery and addressing day-to-day matters and solving routine-to-complex problems that emerge.

DETAILED ROLES & RESPONSIBILITIES

Business Partnership

• Partner with business leaders to understand and implement business plans.
• Accountable to lead and drive the overall People & Organization Agenda for the location including identifying priorities and capturing opportunities to achieve business objectives.
• Support Continuous Improvement (CI) efforts via active support and championing of program and facilitation of key CI interventions.
• Act as single point of accountability for HR-related matters.
• Ensure effective management of the collective bargaining agreement by the site leadership team.

Talent Management

• Lead talent management activity aimed at building talent for the enterprise, including talent reviews, succession planning, college intern program administration, job rotation, high potential programs, and career development/pathing. 
• Provide counseling and guidance to senior leadership on creating/executing performance development plans as well as performance improvement and development plans.

 Employee Engagement

• Shape a high-performance culture that helps unlock the potential of our employees through thoughtful and well executed motivation & engagement plans.
• Anticipate and pre-empt employee issues/concerns. Address employee concerns/ grievances in a collaborative matter if/when they occur.
• Provide positive counsel and advice to employees and supervisors, as needed.
• Drive employee recognition programs to create a high level of employee morale.
• Participate in external affairs that establish ASR as a good corporate citizen.
• Proactively participate in and lead local communication/engagement plans aimed at optimizing employee engagement and creating a positive and inclusive work environment.
• Maintain constructive relationships with third party employee representatives.

Talent Acquisition

• Lead demand planning and workforce planning.
• Fill prioritized vacancies against site demand plan within targeted cycle time (Time-to-Fill), leveraging corporate resources and using efficient and effective processes.
• Manage structured and effective onboarding and induction of new employees.
• Manage regulatory requirements related to tracking of applicant data.

Learning & Development

• Analyze,  Design, Develop, Deliver and Evaluate training programs aimed at building capability for the company.
• Deliver on-site training, including periodic refresher training, for front-line leaders, aimed at improving leadership skills and expertise.
• Understand and support individual development needs and plans.

Reward & Recognition

• Oversee efficient and effective salary planning and promotion processes.
• Ensure compensatio strategies remain competitive to attract and retain top talent.
• Implement programs that reward and recognize exceptional performance, fostering a culture of high achievement and engagement.

  Other

• Ensure compliance with all applicable legislation and regulatory requirements.
• Lead and manage key projects, programs, and initiatives as needed.
• Drive consistent and systematic delivery of HR services across the organization.
• Measure, analyze and report on human capital metrics to inform strategic decisions.
• Perform additional duties as required to support business objectives.

WORK EXPERIENCES

• 10+ years of professional experience in Human Resources required.
• Experience with labor relations required.
• Experience with leading-edge/progressive HR practices.

EDUCATION REQUIREMENTS

• Bachelor’s degree in HR or related discipline from an accredited university required.
• Advanced degree desired, but not required.
• PHR or SPHR certification desired, but not required.

SUPERVISORY RESPONSIBILITY

• Supervisor responsibility for 3-5 HR and timekeeping staff.

ESSENTIAL CAPABILITIES (KNOWLEDGE, SKILLS, ABILITIES AND PERSONAL ATTRIBUTES).

Core Competencies:

• Analytical Thinking & Decision Making – Identifies and understands trends and/or issues; connects data points through analysis to arrive at a logical conclusion.
• Business & Financial Acumen – Demonstrates knowledge and understanding of the financial, accounting, marketing and operational functions of our organization; interpreting and applying understanding of key financial indicators to make better corporate decisions.
• Effective Communication – Expresses ideas and information in a clear and concise manner by tailoring one's message to fit the interests and needs of the audience.
• Customer Orientation – Keeps internal and/or external customer(s) in mind at all times.  Strives to proactively address customer concerns and needs.  Assists business partners and customers to achieve their work goals via application of their own skills and knowledge; strives to provide consistent customer satisfaction.
• Establishes Trust – Gaining the confidence and faith of others by actions and words that promote being honest, forthcoming, integrious and vulnerable.
• Problem-Solving – Anticipates, evaluates, diagnoses, and resolves problems in a systematic and fact-based manner.
• Results Orientation & Accountability – Takes accountability, identifies, executes and drives actions to consistently achieve desired results.
• Teamwork & Collaboration – Creates a climate that fosters commitment to a common vision and shared values that promote cooperation and working together through trust and support of others.
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Manager (of people and/or function):

• Change Management – Achieves success through change: identifies opportunities for improvement and innovation, removes barriers and resistance, and enables behaviors that support desired outcomes.
• Develops Others – Plans for the growth of others, diligently addressing performance issues and conflicts, both at the individual and organizational level with the purpose of achieving results through the activities of other people.
• Strategic Mindset – Understands company's short and long-term priorities and aligns department priorities and behavior around achievement of those objectives.
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SALARY RANGE:

• Maryland law requires pay information in job posting. The pay range for this position is below.
  • The pay rate for the successful candidate will depend on the candidate’s qualifications and prior experience. Range $119,000 - 221,000

We are an equal opportunity employer. We do not discriminate on the basis of race, color, creed, religion, gender, sexual orientation, gender identity, age, national origin, disability, veteran status or any other category protected under federal, state, or local law. All employment is decided on the basis of qualifications, merit, and business need.