T. Marzetti Company, a wholly owned subsidiary of Lancaster Colony Corporation (NASDAQ: LANC), is a manufacturer and marketer of specialty food products for the retail and foodservice markets. Our retail brands include Marzetti, New York Bakery and Sister Schuberts, in addition to exclusive license agreements for Olive Garden dressings, Chick-fil-A sauces and Buffalo Wild Wings sauces. Our foodservice business supplies many of the top restaurant chains in the United States.

The Plant HR MAnager role designs and executes human resources strategies for the betterment of employees and the business. Working in close collaboration with location leadership, this role has a deep understanding of the business and couples proactive human resources solutions to ensure the overall success of the location. This role anticipates and plans for short- and long-term people needs, driving engagement for the location. Moving comfortably from strategic to tactical, this role oversees the entire employee lifecycle of their assigned location and will lead initiatives on behalf of the location and enterprise.

Talent Acquisition

• In collaboration with leadership, develops and executes, short- and long-term plans to recruit and fill open direct labor positions, monitoring progress to ensure alignment.
• Supports client groups in effectively identifying and planning for future talent needs and continually upgrading the talent we bring into the organization.
• Works to build internal bench strength ensuring that we have the right talent, at the right place, at the right time.
• Manage relationships and contracts of external recruiters and staffing agencies, both direct placement and temporary worker providers.

Employee Engagement, Communications and Union Relations

• Oversees employee engagement, ensuring that employees voices are heard, suggestions are addressed, and continuous improvement actions are taken.
• Coordinates communications across the location(s) from Town Halls to beginning of shift meetings, ensuring that clear and consistent messages are shared between leadership and the workforce.
• Coaches and counsels leaders and employees on employee relations matters consistent with company policies, legal considerations and company priorities serving as an advocate for both employee and company concerns.
• Conducts and addresses issues discovered in investigations.
• Be Present: Engaging the workforce by spending an appropriate amount of time out in the facility with multiple shifts.
• (Union Locations) Addresses grievances and employee/union matters. Participates and leads parts of the collective bargaining negotiation process.

Total Rewards Management

• Partners with the Total Rewards COE to effectively implement and communicate compensation and benefits programs to successfully attract, motivate and retain employees.
• Advises and coaches leaders on compensation matters, including annual merit and compensation processes.
• Assists in identifying and developing innovative incentive/reward systems which address the unique needs of their location.
• Ensures differentiation of performance in rewards and recognition.
• Benchmarks total rewards with local talent competitors ensuring that Total Rewards are appropriately positioned to attract the right kinds of talent.

Talent Management, Training and Development

• Partners with leadership to engage in regular talent reviews, organization reviews, career development planning, performance reviews, workforce planning, and organizational health engagements.
• Identifies and plans for future talent needs, while developing the talent pipeline. Strengthen succession planning and talent readiness.
• Drives progress toward, Diversity Equity and Inclusion aspirations and ensure diversity of talent
• Consults with leadership on training and development needs within their teams. Delivers training if/as needed.

Change Management / Organization Leadership

• Leads organizational transformational initiatives and partners with the leadership team in elevating the performance of the business.
• Reviews the organizational blueprint, ensuring effectiveness with a specific focus on implementing the operating model to drive enterprise contribution, impact and value.
• Drives organizational health, Diversity, Equity, Inclusion and culture initiatives.

Other

• Oversees payroll reconciliation, ensuring accuracy of employee pay.
• Attendance Points administration.
• Manage/participate on key projects and initiatives as required.
• Oversees the annual creation, execution and communication of the locations Affirmative Action Plan.
• Performs other duties as requested.

• Bachelors degree in Business Administration, Human Resources and/or a closely related field with up to 5 years of progressive experience in Human Resources
• Culture and Transformation: Experience in building and sustaining positive culture and leading organizational transformation.
• Business acumen: Curious about the business with good business sense and judgement.
• Problem solving: Analytical and problem-solving skills bringing facts and data to decision-making. Creative with a results-oriented mindset.
• Influencing: Communicates with impact. Uses tailored communication and creates authentic and trusting relationships to influence leadership.
• Consulting: Strong coaching, consulting and facilitation skills
• Leadership: Demonstrated ability to accomplish work through others including direct and indirect reports.
• Change Management: Demonstrated experience in initiating and leading change, including modeling the importance, motivating others, managing the key drivers of change, and overcoming obstacles
• Project Management: Demonstrated ability to prioritize and manage multiple projects simultaneously
• Collaborative: Reaches across boundaries internally and externally to develop an extensive network of partnerships. Ability to manage a complex set of stakeholders.
• Preferred: Previous HR leadership roles in a regulated manufacturing fast-paced business.

Works in an office and manufacturing environment where the employee is regularly required to speak, read, hear, sit, stand, walk, and occasionally bend while moving about the facility. The employee is occasionally exposed to cold, fumes, odors, dust, oil, slippery floors and risk of electrical shock. The noise level in the office is quiet and moderate in the plant. Hairnets and other personal protective equipment are required in the plant in accordance with GMP and safety standards.

Lancaster Colony Corporation and its wholly owned subsidiary T. Marzetti Company are committed to a policy of equal opportunity for all associates without regard to race, color, religion, gender, national origin, age, disability, sexual orientation, or gender identity. It is our goal to provide opportunities that nourish the growth of each individual team member.