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Southeast Idaho SHRM  

An affiliated SHRM chapter since March 19, 1969 

The Mission Statement of SEI SHRM reads: As the premier HR organization in Southeast Idaho, we are committed to advancing the capabilities of our HR professionals. We provide value to our members by offering developmental opportunities and a common forum to network, share ideas, and experiences that promote the learning process.

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SR Manager at Amy's Kitchen

December 29, 2022 7:29 PM | Clint Washburn (Administrator)

Sr. Manager, People Business Partner in Pocatello, Idaho | Careers at Pocatello (icims.com)

The Senior Manager, People Business Partner is a member of the People Business Partner leadership and Functional OGSM teams. Consistent with Amy’s core value that we take care of each other, the Senior Manager, People Business Partner works directly with teams and leaders to understand their functional goals and strategies and facilitate their success by driving People strategies and initiatives within their client group as well as across the enterprise. The position provides leadership to their People team as well as the business on all aspects of organizational effectiveness, including engagementculture, onboarding, retention, change management, talent assessment and development, performance feedback and coachingcompliance, and employee relations.

Essential Duties and Responsibilities

  • Support Amy’s people safety, food safety and quality strategies, understanding them as the foundation for the company’s success.
  • Understand the business objectives and translate those into People Business Partner (PBP) priorities. Use business acumen and experience to collaborate strategically with the business while influencing short- and long-term plans.
  • Build and maintain relationships with business partners in client group with factors including responsibility of a whole site and/or organizational leadership involving greater complexity and need. Get to know their personal and business strengths and opportunities.
  • Assist leaders with anticipating and solving organization, people and change related issues through organizational design, succession planning, talent development, project leadership and implementation of value-add solutions.
  • Affect strategy and lead initiatives within their client group as well as across the enterprise, with an eye towards standardization.
  • Promote a culture that is inclusive, respectful and grants each employee equitably the opportunity to learn, grow and contribute.
  • Inspire, coach, and lead a high performing team. Select and develop team members who succeed and grow within our organization.
  • Champion engagement and support leaders in fulfilling their responsibility to drive engagement year-round. Promote annual engagement survey and partner with clients to effectively use the Follow-Thru and Action Planning processes to increase engagement.
  • Measure progress and effectiveness of people and business objectives, such as retention, through data and leverage data to drive strategic initiatives and decisions.
  • Know the programs, tools and techniques that enable employees and leaders to improve skill, grow and develop while building on their strengths. Coach leaders to deliver engaging performance feedback and recognition.
  • Collaborate with other People Department team members and functional leaders, in support of a High Performing Team (HPT) culture, developing, and implementing strategic initiatives.
  • Effectively leverage the expertise of those functions lead by our Centers of Excellence, such as Talent Acquisition, Total Rewards, Technology, Analytics, Learning and Development as well as those functions handled by our People Service Center.
  • Create and maintain positive relationships with employees to build trust and prevent or resolve problems/disputes timely. Manage complex employee relations issues. Collaborate with Business on investigation strategies, conducting meetings and documentation. Engage Office of General Counsel as needed.
  • Apply change management practices and help pivot the business to improve overall adoption and effectiveness.
  • Identify compliance needs and advise or seek advice when appropriate.

It is the responsibility of all employees to uphold the mission of the Amy’s Food Safety and Quality Policy. This includes following all Food Safety and Sustainability programs and participating in all required training.

 

SUPERVISORY RESPONSIBILITIES

This position supervises exempt and non-exempt People team members and serves as coach and mentor to new People Business Partner leadership team members.

Qualifications and Skills

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

EDUCATION

  • Bachelor's degree (B.A.) in business, human resources, organizational management, or a related field, from four-year college or university; or equivalent combination of education and experience.

 

EXPERIENCE

  • 9+ years progressive experience in Human Resources.
  • 2+ years leading others.
  • Experience with a Human Resource Management System (HRMS) preferred.
  • At least 1 year of experience in manufacturing preferred for manufacturing-based roles.

 

     COMPETENCIES

  • Relationship Building
  • Results Orientation
  • Financial Acumen
  • Influence
  • Change Agility
  • Functional/ Technical Expertise
  • Communication
  • Problem Solving/ Decision Making
  • Active Listening
  • Talent Development

 

SKILLS

  • Financial Acumen – experience managing a budget, reading a profit and loss (P&L) statement, etc.
  • Strong organizational and project management skills with an attention to detail and an ability to manage multiple and competing priorities
  • Strong Microsoft Office skills (Word, Excel, PowerPoint, Outlook)
  • Superior customer service skills
  • Excellent problem solving / analysis skills
  • Ability to read, analyze, and interpret technical procedures or governmental regulations. Ability to write reports, business correspondence.
  • Bilingual, English/Spanish is preferred.
  • Exceptional communication skills. Able to effectively present information and respond to questions from groups of managers, clients, customers, and the general public.
  • Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals. Ability to compute rate, ratio, and percent and to draw and interpret bar graphs.
  • Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form

 

CERTIFICATES, LICENSES, REGISTERATIONS

  • PHR / SPHR or SHRM CP / SCP Certificate preferred.

 

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee is daily required to stand; walk; reach with hands and arms; and occasionally stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision.

 

WORK ENVIRONMENT 

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

 

TRAVEL

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)



Southeast Idaho Chapter of SHRM

The Premier Human Resources Professional Organization in Southeast Idaho.


Idaho Falls, Idaho

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