Publications Generalist Manager jobs in Bakersfield, CA

Are you looking to catapult your career by driving high-impact transformation with household brands?  Do you crave an entrepreneurial, fast paced and engaging growth assignment working with incredible people from across the globe?   

At Dreyer’s Grand Ice Cream, we are excited to start a new chapter of accelerated growth as part of Froneri – a global pure-play ice cream leader. Come help us transform DGIC into the #1 ice cream brand! With nearly 100 years of winning experience in the U.S, a robust portfolio of powerhouse brands that consumers know and love such as Häagen-Dazs, Drumstick, Dreyer’s & Edy’s, and the backing and coaching of European-based ice cream experts, we know we have the winning recipe.   

Headquartered in Oakland, the Bay Area’s hub for up and coming food trends, our teams across our offices and factories are raising the bar on all things ice cream. We are investing in significant capital expansions to grow our Operations and Supply chain, and are transforming how we work at every level to become agile, accelerate growth and elevate our quality. With a renewed focus on frozen treats, our tight-knit team of ambitious innovators are fully immersed in the business and encouraged to flex and make decisions quickly. We are committed to pursuing every great idea and delivering the best ice cream experience for our consumers, when and where they want it.

Unleash your potential at Dreyer’s Grand Ice Cream and discover what a sweet career we have in store for you!

   

POSITION SUMMARY:   

Accountable for providing HR support to all salaried and hourly employees and management through effective communication and administration across all functions of the facility. Under the direction of the HR Manager, the HR Generalist oversees recruitment, employee development, employee relations/labor relations, policy/contract interpretation, compensation administration and legal compliance.   

PRIMARY RESPONSIBILITIES:   

HR Execution: Provide flawless execution of the People strategy processes that attract, train, and retain employees to support the organization's short and long term business needs. Support Dreyer's initiatives such as the Dreyer's Management and Leadership Principles and the HR Market Business Strategy. Execute workforce planning processes for the organization such as recruitment, talent development, succession planning, and realignments/restructures. Ensure the culture & working environment is open, empowering, fair and equitable.   

Delivery of HR services: Execute HR Service delivery through HR Specialty areas and HR Service delivery streams. Ensure all service levels are met/exceeded. Examples: Training: Organize and implement training/development programs that meet the goals and objectives of the team/individual. Recruiting: Define candidate profiles to ensure the right talent is selected to align with business requirements. Compensation: Ensure pay for performance philosophy and maintenance of equitable compensation of employees' based on incumbent and market data.   

Performance & Talent Management: Utilize the performance, talent and succession planning management systems to help drive the achievement of company goals through objective and development plan setting, performance calibration, and talent development. Communicate to People Managers (and drives usage of) all tools available that will assist individual and team performance improvement at all levels. Provide counsel and guidance to Leadership on all people management and development issues.   

Employee / Labor Relations: Establish and Maintain effective “win – win” working relationships with (and between) managers, employees and the union (where applicable). Maintain relationships with employees at all levels of the organization. Promote and foster an environment of open communication and honest, candid feedback. Handle investigations when required.   

Employee Engagement: Support factory initiative by providing tools, techniques and resources to drive employee engagement, and improve factory performance. Also support factory safety focus by driving people related safety goals and initiatives.        

REQUIREMENTS, MINIMUM EDUCATION LEVEL, AND EXPERIENCE:   

• A Bachelor’s (BA or BS) in Human Resource Management or related field (e.g. Business, Organizational Communication, Industrial Psychology) required.
• 3 years (or more) experience in a HR Generalist or Representative role in a Manufacturing Plant, Distribution Center, Sales or DSD environment.
• Change management experience - implementation of a change project within a non-corporate setting (i.e. such as implementing the new service or benefit concept to employees)
• Human Resource experience should include familiarity with and experience in recruitment, employee relations and employee communications. Must have knowledge of basic HR laws and applications. Employee relations/coaching and performance management experience.

Preferred:   

• Mediation/arbitration/grievance processes support preferred;

SKILLS:   

•  Strong analytical and conceptual thinking skills; ability to analyze data
• Must be proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook and Access) and an HRIS system (such as UKG)
• Excellent communication (both oral and written) and interpersonal skills
• Ability to prioritize workload and self-manage projects, handle multiple tasks and meet strict deadlines
• Must be detail oriented and have strong problem solving and decision making skills
• Must be able to work with all levels of employees and management within the organization and offer off shift coverage and work extended hours
• Must possess good presentation and training skills

The pay scale for this role takes into account the wide range of factors that are considered in making compensation decisions including but not limited to skill sets; experience and training; licensure and certifications; and other business and organizational needs. The pay scale disclosed below has not been adjusted for the applicable geographic differential associated with the location at which the position may be filled. At Dreyer’s Grand Ice Cream, it is not typical for an individual to be hired at or near the top of the range for their role, and compensation decisions are dependent on the facts and circumstances of each case. The pay scale for employees currently in this role is $67,000-$79,000 per year depending on experience.    

Dreyer’s Grand Ice Cream Inc. is an equal employment and affirmative action employer and looking for diversity in qualified candidates for employment.