Corporate HR Manager (Onsite)
About OSI
The OSI Group partners with the world’s leading foodservice and retail food brands to provide concept-to-table solutions that delight consumers around the globe. We are seeking individuals who thrive in an entrepreneurial environment and enjoy working as a team to deliver unparalleled service and solutions to our customers.
About The Role
The Corporate Human Resources (HR) Manager serves as the primary HR Business Partner supporting the Company’s corporate functions. This role works closely with corporate leaders to support organizational effectiveness, workforce planning, employee engagement, and the consistent application of HR policies and practices. This role also provides expertise and guidance on employee relations matters, policy interpretation, and employment practices, and leads or coordinates investigations of employee concerns received through the ethics hotline, or other reporting channels.
Job Responsibilities
Managing People: Supervises a team, has the authority to hire and perform management tasks. Manages 1-5 employees.
HR Business Partnership & Strategic Support: Serves as the primary HR Business Partner to all corporate functions, building strong relationships with business leaders to understand organizational priorities, workforce needs, and drivers of employee engagement and performance. Partners with corporate leaders on workforce planning, talent development, and employee engagement initiatives that support business objectives. Supports enterprise HR initiatives, program rollouts, and special projects as assigned.
HR Operations & Team Effectiveness: Serves as the primary HR contact and business partner for members of the HR organization ("HR for HR"), providing guidance and support on employee relations matters, performance management, talent initiatives, policy interpretation, and other employment-related issues affecting the HR team. Supports the HR organization through internal HR initiatives, coordination of HR communications, and activities related to the development and effectiveness of the HR team.
Employee Lifecycle Management: Supports the full employee lifecycle for corporate and HR team members, including onboarding, development, performance management, and offboarding, while ensuring consistent application of company policies, procedures, and employment practices.
Employee Relations & Investigations: Analyzes employee relations trends, hotline activity, and other HR metrics to identify risks, inform leadership, and support continuous improvement in HR practices and workplace culture. Manages and administers the company's employee relations case management and HR hotline processes, ensuring timely intake, documentation, investigation coordination, and resolution of employee concerns. Leads or coordinates investigations of employee concerns and complaints received through the ethics hotline, case management system, or other reporting channels. Conducts thorough fact-finding, interviews relevant parties, documents findings, recommends appropriate actions, and ensures timely resolution. Serves as a trusted advisor to leaders and employees on workplace matters, including policy interpretation, performance management, employee concerns, time-off matters, and other employment-related issues.
Collaboration with HR Centers of Excellence (COEs): Collaborates closely with Corporate HR Centers of Excellence (COEs) including Talent Acquisition, Total Rewards, Talent Management, Leadership Development, and HR Systems, to ensure effective delivery of HR programs and services. This includes partnering on hiring needs and workforce planning, compensation and benefits programs, performance management, leadership development, and HR systems processes.
Compliance & Risk Management: Maintains up-to-date knowledge of federal, state, and local employment laws and partners with HR leadership to recommend updates to policies, practices, and procedures to ensure compliance.
Safety: Understands and puts into practice appropriate safety procedures through education, training, use of protective equipment (as applicable), and adherence to safety policies, regulations, standards, and laws.
Education & Experience
5–10 years of progressive Human Resources experience in a related field preferred.
5+ years of HR Business Partner and/or HR Manager experience in a manufacturing environment preferred.
Experience supporting large, geographically dispersed workforces, with the ability to balance enterprise consistency and local business needs.
Experience in a unionized environment and working knowledge of collective bargaining agreements is a plus.
HR Knowledge & Expertise
Strong working knowledge of Human Resources disciplines, including employee relations, talent management, compensation and benefits, and performance management practices.
Extensive employee relations experience, including conducting and overseeing complex investigations, managing high-risk situations, and ensuring consistent application of policies and practices.
Strong working knowledge of federal, state, and local employment laws, including labor relations, wage and hour, and employee relations requirements.
Leadership & Influencing Skills
Proven ability to partner with senior leaders to develop and implement workforce strategies that support business objectives.
Demonstrated ability to influence without direct authority, build strong relationships, and effectively coach leaders at all levels of the organization.
Strong communication and interpersonal skills, with the ability to present information effectively, navigate sensitive situations, and foster open, honest, and trusting relationships.
Analytical & Business Skills
Strong analytical skills with the ability to interpret HR data, metrics, and trends to support decision-making and improve business outcomes.
Effective project management skills, including managing multiple resources, priorities, milestones, and deliverables in a fast-paced environment.
Strong attention to detail, with the ability to analyze information, maintain accurate records, and ensure thorough documentation and follow-through.
Technical Skills
Proficiency in Microsoft Office Suite and the ability to leverage other technologies and HR systems effectively.
UKG proficiency is a plus.
Additional Qualifications
Ability to maintain confidentiality while handling highly sensitive information.
Bilingual capability is a plus.
Compensation & Benefits
The salary range posted represents the low and high end of OSI’s salary range for this position. The salary range for this role is $104,648.00 to $156,972.00 USD, with a midpoint of $130,810. Offers are typically made between the minimum and midpoint of the range, based on skills, experience, and internal equity. In rare cases, highly qualified candidates may receive an offer above the midpoint; however, offers at the maximum of the range are not customary. Salaries will vary based on various factors, including but not limited to, location, education, skills, experience and performance. Base salary is one component of OSI’s overall total rewards package. Other components may include bonuses, special pay programs, comprehensive time off, 401k with match and a full suite of benefit offerings for you and your family.