HR Business Partner

Role Overview

As an HR Business Partner, you will provide tactical and strategic guidance on people-related initiatives in support of Dreyer’s Corporate Headquarters and factories. You will oversee key HR initiatives for both our Corporate Commercial environment and company wide.

You will lead and manage a team to build a best in class HR environment, including but not limited to program management, payroll, benefits and more. This role operates reporting to the Head of HR.

What You Will Do In This Role

• Manage a team across HR Project Management, Payroll, Benefits to deliver on HR initiatives such as: HR Operations programs, employee engagement, performance management, and organizational effectiveness to reduce complexity in the organization.
• Training and adoption of payroll, benefits, LOA, and associated processes related to our HRIS (UKG).
• Provide HR guidance and support to corporate managers and their teams.
• Proactively consult with department managers to assess business performance, identify gaps, and initiate partnerships to develop HR solutions that are simple and effective to promote organizational and employee effectiveness.
• Mediate and resolve employee relations issues. Additionally, conduct thorough and objective investigations, provide recommended follow up actions, and execute on any needed actions, as necessary.
• Research and develop policies, guidelines, and programs to proactively support company compliance needs while also balancing the needs of the business.
• Transform short- and long-term goals into HR processes, projects, and assignments – integrate and initiate the work with key department managers and functional partners to ensure appropriate solutions are delivered in support of HQ strategies.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance including but not limited to federal, state and local wage and hour related laws.

What Makes a Fit For This Role

• You enjoy getting into the details and doing the work, not just recommending solutions.
• You take ownership of challenges from identification through implementation.
• You are highly resourceful and able to navigate obstacles without needing extensive direction.
• You build credibility through action, follow-through, and delivering results.
• You can influence others and drive outcomes even when you do not have formal authority.
• You are comfortable challenging assumptions, proposing better solutions, and constructively pushing for change.
• You have a strong bias for action and a track record of independently driving projects to completion.
• You enjoy working in a fast-paced environment where priorities evolve and business needs come first.
• You are motivated by learning, growth, and increasing responsibility.
• You exercise tact and diplomacy to resolve sensitive issues.
• You have top-notch business acumen with the ability to deal with ambiguous and fluid situations.
• You use data to make informed decisions.
• You have strong judgement and analytical skills necessary to investigate complaints, advise on performance management, identify problems, and recommend solutions.

What Does Success Look Like for the HR Business Partner in the First 2 Years?

• Become a trusted HR partner to leaders and employees across your client groups.
• Independently lead and execute key people initiatives from concept through implementation.
• Demonstrate sound judgment and confidence handling employee relations, performance management, organizational effectiveness, and talent discussions.
• Identify opportunities to improve processes, programs, and employee experiences, and drive solutions with minimal oversight.
• Build strong partnerships across the business and become known as someone who gets things done.
• Develop the strategic thinking, business acumen, and leadership capabilities needed to progress into a Senior HR Business Partner role.

Pay Scale

The pay scale for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. At Dreyer’s Grand Ice Cream, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. The pay range for prospective employees in this role is between $125,000 and $140,000 per year.