Plant Human Resources Manager jobs in Abilene, TX

Overview

Pactiv Evergreen Inc. (NASDAQ: PTVE) is a leading manufacturer and distributor of fresh foodservice and food merchandising products and fresh beverage cartons in North America and certain international markets. It supplies its products to a broad and diversified mix of companies, including full service restaurants and quick service restaurants, foodservice distributors, supermarkets, grocery and healthy eating retailers, other food stores, food and beverage producers, food packers and food processors. To learn more about the company, please go to the company website at pactivevergreen.com.

Located approximately 180 miles west of the Dallas Fort Worth metro area, Abilene is a city in Taylor and Jones Counties in Texas. Its population was 117,063 at the 2010 census, making it the 27th-most populous city in the state of Texas. It is the principal city of the Abilene metropolitan statistical area, which had a 2017 estimated population of 170,219.

The plant was built in 2006, manufactures PET, and has approximately 150 employees. (The City of Abilene recognized Pactiv Evergreen - ABL for their economic impact by awarding the plant a resealed parking lot and painted facility in 2020.)

Pactiv Evergreen is committed to a diverse and inclusive workforce.  Pactiv Evergreen is an Equal Opportunity Employer.  All qualified applicants will receive consideration for employment without regard to race, color, sex (including pregnancy), sexual orientation, religion, creed, age national origin, physical or mental disability, genetic information, gender identity and/or expression, marital status, veteran status or other characteristics or statuses protected by law.  For individuals with disabilities who would like to request an accommodation, please call (847) 482-4320 or email TalentHelp@Pactiv.com.

 All information will be kept confidential according to EEO guidelines and applicable laws.

Our Social Responsibility platform features a robust, employee-led Give Back program, which includes a matching gifts plan, community grants initiative, and our annual Company-wide Month of Action campaign. With each of these initiatives, our employees are empowered and equipped to give back to their communities and support the non-profits important to them and their families. Through our Give Back program, we own our commitment to Social Responsibility and live our purpose of Packaging a Better Future.

Responsibilities

The Human Resources Manager is ultimately responsible for serving as the strategic “people” partner to the business, in a fast paced, high volume manufacturing facility. As Human Resources Manager, you are responsible for all HR functional areas within the facility to include talent acquisition, employee/labor relations, training & development, compensation & payroll, benefits, communications & change management, workforce planning and employee engagement.

Lead the talent acquisition process from needs assessment to onboarding.

• Own and continuously improve the workforce hiring process
• Develop & execute talent acquisition strategies for the short and long-term
• Own and continuously improve the onboarding & orientation programs and processes within the location
• Facilitate new leader assimilations for all new leadership talent

Build the leadership pipeline and improve organizational capabilities

• Leverage leadership development and other training platforms to improve leadership capability to drive business performance
• Create and execute learning and development programs to prepare employees for more significant responsibilities and career opportunities
• Drive talent management including assessment, selection, coaching and mentoring
• Develop local succession plans to ensure that we have the right talent to deliver the ambitions of the organization today and tomorrow

Build a high-performing, values-led organization through increased employee engagement, diversity & inclusion

• Develop and execute proactive employee engagement programs to ensure high levels of management credibility and business performance
• Provide expertise in change management; drive and facilitate change communications and management in support of functional business initiatives, projects and changes

Develop best-in-class HR programs, processes and solutions

• Provide counsel and support to managers and employees on ongoing HR initiatives and projects
• Ensure consistent, timely and accurate application and compliance with all applicable laws, regulations and internal policies and procedures
• Collaborate with managers and supervisors to develop and implement processes and tools that foster higher productivity, quality, safety and improved retention of workforce
• Analyze data, trends and metrics and drive positive actions to drive improvement
• Provide day-to-day performance management guidance to line management; conduct various employee relations investigations as needed
• Manage all local payroll and HRIS responsibilities as assigned
• Assist with network-wide projects and initiatives as needed

Key Performance Indicators & Measures

• Employee Retention/Turnover
• Time to Hire
• Employee Engagement
• Training Compliance
• Operational Cost

Qualifications

Experience & Educational Requirements

• Bachelor’s degree preferred, in Business with a concentration in Human Resources or Communication
• 3-5 years of experience working in Human Resources within a manufacturing environment
• Ability to use HR data and analytics to diagnose trends and link to business performance outcomes
• Strong change and project management skills
• Experience of driving culture and engagement strategies & initiatives
• Strong talent management experience; ability to assess talent gaps and orchestrate the actions needed to strengthen the talent bench
• Have a good understanding of HR processes and process improvement methodology
• Experience in working successfully with employees and stakeholders across all levels; strong influencing, supporting and challenging skills

Desired Personal Attributes

• Results and people oriented, with sound judgement and the ability to balance multiple priorities
• Excellent communication and interpersonal skills with the ability to listen effectively, respond appropriately across all levels of the organization
• Data and measures driven
• Leadership adaptability; ability to pivot between advocating, counseling, influencing and directing
• Solutions focused mindset
• Strategic focus coupled with a willingness to engage in day to day activities of the HR department 

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