Senior Human Resources Generalist

Foods you love. Brands you trust. And a career that empowers you to grow. 
 
At Nestlé USA, we’re all working towards the same goal – to delight and deliver for our consumers. With a rich portfolio of beloved brands, including DiGiorno, Toll House, and Coffee mate, in 97% of U.S. households, we have a unique opportunity – and responsibility – to be there for every moment in our consumers’ lives.

 

Joining Nestlé means becoming part of an inclusive workplace that inspires innovation, encourages strategic thinking and creativity, and celebrates your achievements. No matter where you work within the organization, you are empowered to challenge the status quo, embrace risk-taking, and pioneer new ideas. Our supportive and collaborative environment encourages bold ambitions and continuous learning so that everyone can grow and thrive.
 
This position is not eligible for Visa Sponsorship.

 

 

As a Senior Human Resources Generalist, you will serve as a strategic partner to site leadership, providing comprehensive HR support to both salaried and hourly employees. Operating under the guidance of the Senior HR Manager, you will lead key HR functions including talent acquisition, employee development, labor relations, policy interpretation and application, compensation management, and legal compliance. This role is essential in fostering effective communication and ensuring consistent HR practices across all areas of the facility. The position is based onsite, Monday through Friday, supporting our factory and distribution center in Anderson, IN.

 

Key Outputs / Deliverables:

 

Execute HR Strategy (30%):

 

• Aid in execution of the Nestlé People Strategy processes that attract, develop, recognize, and retain employees to support the site's short- and long-term strategic business needs
• Support Nestlé initiatives such as the Nestlé Management and Leadership Principles while executing workforce planning processes such as talent development and site change management
• Ensure the culture & working environment is open, empowering, fair, and equitable through applying local site policies & procedures

 

Recruitment (20%):

 

• Oversee salaried and hourly staffing processes to ensure the site staffing plan is and the right talent is selected to align with business requirements relative to the key function on-site

 

Performance & Talent Management (15%):

 

• Utilize the performance, talent, and organizational planning management systems to help drive the achievement of company goals through objective and development plan setting, performance calibration, and talent development
• Lead the key interface with site Leaders on all tools available that will assist individual and team performance improvement at all levels.
• Provide counsel and mentorship to site Leadership on all people management and development issues within this part of our workforce

 

Employee / Labor Relations (25%):

 

• Establish and maintain effective “win – win” working relationships with (and between) managers, supervisors, and employees
• Build and maintain relations with employees at the manufacturing site, to promote and foster an environment of open communication and transparent, candid feedback
• Conduct investigations, provide coaching, and document findings, when required.

 

Compliance (10%):

 

• Supporting a holistic safety focus by driving people related safety goals and business initiatives
• Ensuring a pay for performance philosophy and maintenance of equitable compensation of employees across job functions through applying site & network compensation guidelines
• Ensure all EEO compliance and Affirmative Action programs/plans are being implemented successfully

 

Qualifications / Certifications:

 

• A Bachelor’s (BA or BS) in Human Resource Management or related field (e.g., Business, Organizational Communication, Industrial Psychology) is strongly preferred or experience in leiu of education
• 3-5 years of experience in a professional level Human Resources role in a Manufacturing Plant, Distribution Center, Sales, or Direct Sales Distribution (DSD) environment is required.
• Knowledge of Federal and State employment laws, Investigation Skills, HR technical knowledge in EEO, AA, FMLA, ADA, unemployment, and worker’s compensation

 

Critical Experiences:

 

• HR change management experience - implementation of a change management project within a non-corporate setting (i.e., Such as implementing