Human Resources Manager, Business Partner

About the Company

Founded in 1888, Lee Kum Kee, a Hong Kong-based global food company, specializes in creating condiments and sauces that promote Chinese cuisine worldwide. With more than 300 products to choose from, Lee Kum Kee takes the mystery out of cooking authentic and delicious Asian foods in the comfort of your kitchen. The company is committed to providing authentic and innovative condiments and sauces featuring the highest quality ingredients.

Armed with a unique management culture, stringent quality control, superb and innovative products, coupled with a century-long brand reputation, Lee Kum Kee has achieved unanimous recognition and won numerous prestigious awards. Lee Kum Kee (USA) Inc., a division of Lee Kum Kee International Holdings Ltd., has its headquarters and manufacturing facilities in City of Industry, CA with more than 500 employees (Americas Zone).

About the Role

The HR Manager, Business Partner position is responsible for providing people and organization solutions and supporting the Business Units, Sales, Marketing, and other corporate functions in building a highly capable, engaged, and agile team to achieve its business targets. The HR Manager Business Partner serves as a functional expert on all HR-related issues. The successful candidate acts as an employee champion and change agent, assessing and anticipating people and organization needs, and developing and implementing integrated solutions to address these needs.

Responsibilities

• Collaborate with senior leadership to create and implement HR strategies that support the overall business objectives of the business units and corporate functions.
• Implement programs and initiatives to ensure employee culture awareness and behaviors, acting as a Lee Kum Kee corporate value and culture advocate.
• Focus on attracting, developing, and retaining talent, particularly in high-demand areas like field sales and marketing.
• Facilitate the annual objective setting, regular review, and year-end performance appraisal process to build a high-performing organization.
• Assess capability gaps and work with related functions and the HR Learning and Development team to develop and implement effective programs and solutions to build organizational capabilities.
• Lead and facilitate people and organization change initiatives.
• Facilitate the annual employee engagement survey, analyze results, and plan improvement actions to continuously enhance employee engagement.
• Act as an employee advocate, listen to employee concerns, and create solutions to address them individually and systematically.
• Work closely with management and employees to improve work relationships, build morale, increase productivity, and improve retention.
• Manage and resolve employee relationship issues, conducting effective, thorough, and objective investigations and providing immediate and long-term solutions.
• Facilitate the talent review and succession planning process to ensure a sustainable leadership pipeline.
• Support managers and employees in creating effective individual or collective development plans and actions to build career paths for key talents.
• Provide guidance and coaching to support managers and supervisors in proactively addressing individual and organization needs and becoming highly effective people managers.
• Use data and evidence to identify workforce needs, plan organization size and capability, and address future challenges.
• Maintain in-depth knowledge of federal and state employment laws and regulations related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance.
• Report, manage, and monitor all workers’ compensation case files and leave of absence cases, following through on all open claims and leaves.
• Lead the development and implementation of various human resources policies, procedures, and technology solutions.
• Work closely with the HR CoE teams (Talent Acquisition, Rewards, Learning and Development) and Employee Shared Services and Administrative team to implement various HR programs and initiatives.
• Perform other duties or projects as assigned.

Requirements

• Bachelor’s degree in Human Resources Management, Organizational Development, or related discipline from an accredited 4-year university.
• Minimum of 7 years of experience as an HR Business Partner in a fast-paced environment; Consumer Packaged Goods industry experience is a plus.
• Hands-on experience in multiple human resource disciplines, including performance management, training and development, workers’ compensation, leave of absence, recruitment, employment relations, and investigation.
• Demonstrated understanding and application of HR legal compliance; maintained and expanded knowledge and understanding of existing and proposed federal and state employment laws/regulations.
• Certification in PHR or the ability to obtain PHR certification within one year of employment is required.

Skills

• Strong logical, analytical, and problem-solving skills.
• A self-starter, fast learner, and able to work independently with minimal supervision, with a can-do and learning attitude.
• Collaborative, responsive, and proactive team player; strong ownership and high integrity.
• Able to handle confidential information; attention to detail is a must.
• Well-organized, able to prioritize tasks and handle multiple tasks in a fast-paced work environment.
• Proficient in MS Office, including Word, Excel, PowerPoint, Outlook, and Visio; experience with ADP, Success Factor, or other HRIS systems, including running ad hoc reports.

Benefits

• Medical, Dental, and Life Insurance coverage
• 401(k) Retirement Plan through Principal
• Two (2) Weeks Vacation
• Ten (10) Paid Holidays
• Five (5) Sick Days
• Additional benefits available