Overview

Berry Global, Inc. in Sioux Falls, South Dakota is committed to its mission of “Always Advancing to Protect What’s Important.” Berry is a leading global supplier of a broad range of innovative nonwoven, flexible, and rigid products used every day within consumer and industrial end markets. Berry operates over 290 manufacturing facilities worldwide, on six continents, and employs over 43,000 individuals. We have an employment opportunity for a Human Resources Generalist candidate.

Qualifications

• Education: Bachelor’s Degree in Human Resources Management, Business, Business Administration, Organizational Develop, Organizational Management, or Organizational Leadership OR equivalent combination of education and experience.
• Experience: Three (3) to five (5) years in a human resources role.
• Solid knowledge of current employment laws, theories, and contemporary practices in all areas of human resources.
• Ability to interact effectively with senior management and executives in order to build and maintain excellent rapport with the management staff at the facility; ability to communicate effectively at all levels in the organization
• Preferably fluent in ENGLISH and SPANISH (bilingual); ability to translate speech and documents; excellent written, verbal, and interpersonal skills.
• Proficient in the use Microsoft Word, Excel, PowerPoint, and Outlook.
• Ability to adhere to Berry’s Safety, Health, and Environmental Vision, Policy, and Standards.
• Primarily a day shift office work environment; ability to work a flexible work schedule (overtime, holidays, weekends, days, or nights as needed).
• Ability to stand, sit, kneel, bend, stoop, and reach multiple times per day.
• Ability to lift up to 25 pounds unassisted.
• Ability to work in warm, humid, and cool climates.
• Ability to wear personal protective equipment (PPE) which includes safety glasses, hearing protection, steel toe shoes/boots, and gloves.

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Responsibilities

Provides general and specialized support for the Human Resources Department in employment, compensation, unemployment insurance, benefits, employee relations, retirement programs, training, and other related areas. Makes responsible decisions in the absence of the Human Resources Manager. Support activities include report generation, employee relations, presentation graphics, electronic data management, filing, payroll, training, and record keeping. 

• Primarily responsible for assisting the Human Resources Manager as needed in most functional areas Human Resources.
• Provide customer service to employees and applicants relative to standard policies, benefits, hiring processes, etc.
• Manage the talent selection process by screening applications, recruiting qualified candidates, scheduling job interview, and filling job openings.
• Conduct recruitment effort for all hourly job candidates and temporary employees; conduct new hire orientations.
• Collaborate with the Human Resources Manager on more complex issues involving employee relations, talent selection, corrective disciplines, investigations, and terminations.
• Manage human resources automated and information systems.
• Manage attendance policy and points system.
• Data entry into Infinium HR Database (i.e., new hires, terminations, taxes, promotions, demotions, direct deposits, pay increases, etc.).
• Process payroll for 175 salaried and hourly employees in the Kronos timekeeping system.
• Review and disposition job applications by using an applicant flow/tracking system (iCIMS).
• Administer various human resources plans and procedures for all company personnel; assist in development and implementation of policies and procedures; prepare and maintain employee handbook, policies, and procedures manual.
• Communicate benefits changes to employees.
• Assist Human Resources Manager in handling employee relations issues, counseling, terminations, investigations, and exit interviews.
• Assist in evaluation of reports, decisions, and results of department in relation to established goals.
• Maintain compliance with federal and state regulations concerning employment.
• Foster an environment of learning and application by ensuring employees participate in compliance training sessions by each fiscal year end; ensure 100% completion of assigned compliance courses per annual schedule published by the Legal Department.
• Reduce salaried and hourly voluntary attrition by the percentage communicated by Division Human Resources leadership each fiscal year.
• Actively engage with leadership teams to ensure plants meet Sales and EBITDA targets.
• Perform other related duties as required and assigned.