HR Business Partner

Why Flowers?

Flowers Foods, Inc. (NYSE: FLO) is one of the largest producers of packaged bakery foods in the United States with 2022 sales of $4.8 billion. Among the company's top brands are Nature's Own, Dave's Killer Bread, Wonder, Canyon Bakehouse, and Tastykake. Learn more at www.flowersfoods.com.

Our team is the essential ingredient to success. We embrace diversity and foster an environment that reflects our values of Honesty & Integrity, Respect & Inclusion, Sustainability, Passion, and Humility.

Full-time employees are offered:

• Comprehensive health and medical benefits
• 401(k) Retirement savings plan
• Professional growth and leadership training
• Paid vacation, holidays, and parental leave

Benefits may vary depending on your work location and your participation in a collective bargaining unit.

Summary

Flower Foods, Inc. is looking to add a talented HR Business Partner to our quickly growing Human Resources team!

Title: HR Business Partner

Salary Range: 90,000 – 105,000/year

Schedule: Full-time – Hybrid position

Job Summary:

The Human Resources Business Partner seeks to build a strong advisory relationship with DSD sales leaders and acts as the main HR strategic advisor to deploy HR strategies and solutions at assigned sales markets or facilities. Position is responsible for managing the entire human resource function including human resource policies and procedures, compensation, training and development, employee relations, as well as many payroll functions. This role also functions as a DSD sales and employee advocate and change champion. Position helps to forecast the needs of the business from an HR perspective. Partners with Talent Management to deliver learning and development opportunities and to assist with succession planning and retention efforts. The HR Business Partner is also responsible for managing the remainder of the talent lifecycle at assigned sales markets or facilities: managing the sourcing and recruitment of talent, positive onboarding, appropriate retention strategies, and facility exits.

Position requires demonstration of competency for all on-the-job activities that may have a direct or indirect effect on product safety, legality and/or quality.

Job Responsibilities

• Directs the execution of the company’s human resource and labor relations policies, procedures, and programs. Provides general supervision for company-wide activities of personnel administration, wage and salary administration, management training and development, safety, benefits administration, employee communications, employee activities, staffing, legal compliance, and labor relations.
• Actively promotes and reinforces Flowers Foods corporate values and culture
• Partners with DSD sales leadership as the primary HR strategic advisor for the market or facility
• Develops a trusted advisor relationship with sales leadership and proactively provides advice and the people context for business decisions
• Works with corporate stakeholders and regional sales HRBPs to manage and build a strategic talent pipeline in the marketplace through the execution of recruiting, talent development, performance management, and leadership development strategies
• Trains and develops DSD sales leadership team
• Promotes the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives that meet the business needs of the marketplace and facilities
• Interprets HR policies and approve exceptions to policy within delegated authority and escalates exceptions outside of delegated authority to regional sales HRBPs
• Actively listens and seeks to understand various points of view to arrive at best solution
• Embraces and drive change for HR programs
• Develops and disseminates the sales company’s affirmative action plan
• Maintains all human resource files and salary records for employees and temporary/leased labor, both electronically and in files.
• Administers wage and salary policies and the performance management process for employees.
• Responsible for the administration of the total pre-employment process including sourcing, recruiting, interviewing, investigating, and screening of all applicants, referring qualified applicants to appropriate departments, and managing the onboarding processes
• Supports employee engagement and cultural programs and initiatives
• Confidently manages upwards and downwards throughout the organization.
• Monitors HR data and trends and leverages business intelligence to provide new insights.
• Monitors resu