MillerCoors is built upon a foundation of more than 288 years of brewing heritage. It is a legacy driven by our founders to brew the highest quality beers, and a commitment that continues today. Our vision is to create America's best beer company by driving profitable growth. And we insist on building our brands the right way through quality brewing, responsible marketing, and a commitment to sustainable development and community investments. We're building a true team of highly talented people. People who are passionate about the beer business, who love to win and have a desire to learn, and who always aim to amaze customers by doing the little things that make a big difference. Relocation Eligible Yes Posting Job Description Manages and delivers human resource strategies, processes, and services by providing expertise and guidance in talent acquisition, performance, career and talent management, workforce planning, compensation, employee relations, retention, diversity and inclusion, and positive and proactive labor relations. Conducts business and delivers business services that create an environment which encourages engagement and inclusion.
Builds effective and sustainable union and/or employee relationships. Interprets and administers provisions of the labor agreement and provides oversight and direction in compliance efforts related to labor and employment law. Provides advice, assistance, and follow-up on company policies, procedures, and documentation.
Is responsible for adhering to all rules, regulations, policies, programs and related MillerCoors Quality Management System including SQF, HACCP and GMP to ensure safety and quality of MillerCoors products.
Areas of Responsibility
Cultivates partnerships with clients to understand current issues, concerns and needs and anticipate upcoming ones in order to provide timely HR guidance as needed.
Provides consultation support and training on labor issues, to include interpretation and application of the labor agreement, guidance and counsel on performance management issues and disciplinary investigations, oversight and direction of the grievance procedure or appeal process to include responsibility for preparation and presentation of the company’s position at various steps in the grievance procedure and in arbitrations.
Oversees employee relations activities including investigations, performance plans, and exit interviews and employee relations data. Identifies interventions required in respons e to market needs or initiatives.
Provides coaching, guidance and direction to management within assigned group. Actively listens to manager concerns and recommends/ takes appropriate actions.
Works to further professional manager/employee interactions and appropriately handles performance issues with managers and employees.
Operates as a subject matter expert in areas of employment law by providing technical advice to client departments .
Facilitates the recruitment and selection process for production, craft and salaried employees from inception of the approved vacancy and employment offer.
Partners with learning and development to deploy training on people processes.
Analyzes and develops conclusions from available people data (such as exit interviews, HR metrics, etc.) and determines the appropriate actions to be taken within the function to address negative trends or to capitalize on positive trends.
Provides employee relations support for performance management with particular emphasis on performance improvement.
Provides oversight and direction for administration of employment activities and policies to ensure regulatory compliance.
Investigates and prepares company response with respect to alleged violations, complaints or claims associated with employment and labor laws.
Partners with General Counsel to keep management and employees informed of company HR policies and administrative practices, and of proposed changes that will affect their effectiveness. Devise and develop effective communications between and among management and employees to promote employee morale and provide an environment conducive to achieving reduced costs and increased productivity.
Partners with client departments and manufacturing excellence team in developing action plans to advance and sustain 11 GEMS best work practices with emphasis on GEMS practices of teamwork, manufacturing flexibility, and performance measurement and control..
Establishes an environment of inclusion
Provides opportunities to promote diversity.
Models Critical Success Factors and MillerCoors Manufactuing Way work principles and practices. Preferred Qualifications Education/Experience
BS or BA in human resources or related field, advanced degree preferred
Minimum of five (5) years generalist experience in Human Resources including employee/labor relations
Skills and/or Knowledge
Basic knowledge of the following aspects of HR management is required: workforce planning, employee engagement, talent management, performance management, recruiting and selection and retention
Knowledge in employee and labor relations including contract negotiations and administration of labor agreements as appropriate
Knowledge in human resource information systems
Working knowledge of federal and state laws/regulations relating to the human resources field
Well developed negotiation skills and a persuasive and convincing nature
Ability to manage the execution of people related projects
Ability to form strong partnerships with all levels in an organization
Planning, budgeting and organizational skills
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