Sr. HR Generalist

About Us

The Marzetti Company (Nasdaq: MZTI) manufactures and sells specialty food products. Our retail brands include Marzetti® dressings and dips, New York Bakery™ garlic breads, and Sister Schubert’s® dinner rolls, in addition to exclusive license agreements for Olive Garden® dressings, Chick-fil-A® sauces and dressings, Buffalo Wild Wings® sauces, Arby’s® sauces, Subway® sauces, and Texas Roadhouse® steak sauces and frozen rolls. Our foodservice business supplies sauces, dressings, breads, and pasta to many of the top restaurant chains in the United States.

At Marzetti, our mission is to make every meal better through high-quality, flavorful food. Led by our purpose, to nourish growth with all that we do, our team members are dedicated to creating great tasting food and cultivating deep and lasting relationships.

Overview

We kindly request that recruitment agencies and staffing firms refrain from submitting unsolicited resumes to our company. Any resumes sent without a prior agreement and access to proper submittal into the ATS will be considered the property of T. Marzetti, and we reserve the right to contact those candidates without any obligation to pay a fee.

Se rve as a trusted partner to the HR Manager and a strategic advisor to the business, leading and executing a broad range of human resources functions including , but not limited to, employee relations, organizational development, staffing strategy, onboarding, compensation and benefits, compliance, workforce planning, and cultural transformation initiatives. This role operates with a high degree of autonomy and ownership, actively shaping the work environment and partnering with leadership to drive performance, engagement, and organizational growth .

Responsibilities

Building Capability:

• Facilitate learning and development strategies aligned with business goals, including leadership development and succession planning.
• Partner with management to implement initiatives that support growth, change management, and workforce optimization.
• Act as a business partner to the management team to develop and implement initiatives to support the overall mission of facilities.
• Support and influence organizational design, change management, uses the Collective Bargaining Agreement ( CBA ) for tactical and strategic workforce planning for business agility.
• Advise leaders on policy and contract interpretation, performance management, and consistent application of HR practices.
• Drive progress toward inclusion and ensures diversity of talent.
  
  

 Associate Engagement

• Drive employee engagement across all shifts , ensuring that employees’ voices are heard, suggestions are addressed, and continuous improvement actions are taken
• Use the CBA and policies as tools to effectively manage processes like Grievances, LOA, Training, Compensation and Attendance
• Lead thorough employee relations investigations and serves as a resource for conflict resolution.
• Engage in employee communications: Available for all shifts , Town Halls , beginning shift meetings etc. ensuring that clear and consistent messages are shared between leadership and the workforce.
• Coach leaders and employees to drive consisten cy in employee relations matters in line with company policies, legal considerations and company priorities, serving as an advocate for both employee and company concerns.
• Drive organizational health, Inclusion, Diversity & Equity and culture initiatives.
  
  

Talent Acquisition: 

• Partner with HR Manager, Talent Acquisition , and business leaders to forecast talent needs and build strategic pipelines.
• Guide workforce planning and succession efforts, ensuring readiness for business growth.
• Analyze talent metrics to improve hiring outcomes and retention strategies.
• Identif y and support s ongoing activity related to succession planning.
  
  

Total Rewards Management

• C ollaborate with Total Rewards and HR Manager to implement and communicate compensation and benefits programs.
• In partnership with the HR Manager, guides leaders through performance calibration process and strategic compensation reviews, aligning talent outcomes with performance expectations.
• Act as a resource for pay equity reviews and supports initiatives to ensure internal fairness and market competitiveness.
  
  

Other Responsibilities

• Assist in driving monthly HR metrics and communicating the business impact through completion of monthly MPR.
• Ensure compliance to all federal, state and local laws and company policies.
• Compile and submit information for all required monthly, quarterly and annual reports.
• Maintain confidential electronic and hard-copy employee data, files and records for the location.
• Ensure compliance to quality, food safety, 5S, OSHA and HACCP support programs; assures conformity to all company, customer and government standards.
  
  

Qualifications

• Bachelor’s degree in Human Resources , Business, or related field (or equivalent experience)
• 5 years of progressive HR experience, including employee relations, coaching, and performance management
• Strong business acumen and experience partnering with operations or manufacturing teams
• Skilled in conflict resolution, organizational change, and leadership development
• Proficient in HRIS systems and Microsoft Office (PowerPoint & Excel)
• Exceptional communication skills (verbal and written)
• Ability to manage multiple tasks efficiently
• Union experience preferred ( e x. HR work in unionized facility , Labor Relations Training, Interpretation/enforcement of a CBA )
• Ability to work independently and work with ambiguity
• PHR/SPHR or SHRM-CP/SHRM-SCP certification a plus