HUMAN RESOURCES MANAGER - job 2 of 2

As a Human Resources Manager at Berry Global, you will be responsible for maintaining hands-on HR functions, interpreting and applying policies, managing recruitment strategies, and driving employee engagement programs. You will also counsel employees and supervisors on policy matters, develop compensation programs, and lead initiatives that foster a positive workplace culture.

Applicants for the Human Resources Manager role at Berry Global should have a Bachelor's Degree in Human Resources or Business Management and at least five years of relevant experience. Additionally, strong organizational and communication skills, proven leadership abilities, and knowledge of personnel and safety laws are crucial for success in this position.

At Berry Global, we champion a people-first culture that emphasizes individual growth, diversity, and collaboration. As a Human Resources Manager, you will play a key role in promoting employee recognition, engagement activities, and ensuring a positive workplace environment, aligned with our corporate objectives.

The Human Resources Manager at Berry Global is instrumental in building and maintaining community engagement and workforce development programs. This role involves creating initiatives that involve employees in community service and outreach, enhancing our company’s reputation and relationships with the communities we serve.

Essential skills for the Human Resources Manager at Berry Global include strong analytical skills, conflict resolution, problem-solving abilities, and excellent verbal and written communication. The ability to interact effectively at all organizational levels and maintain confidentiality is also critical to the role.

When answering this question, it's essential to express your passion for working with people and your desire to create a positive work environment. Share specific experiences that led you to HR and how you aim to facilitate growth and engagement within an organization.

Discuss your conflict resolution strategy, emphasizing active listening and open communication. Provide examples of past conflicts you've successfully managed and how those experiences equipped you to foster a positive workplace culture.

Be specific about your recruitment strategies—mention tools or methodologies you used, how you assessed candidates, and the outcomes. Highlight your ability to attract talent that aligns well with company culture.

Provide actionable examples of programs or initiatives you've created or enhanced to promote diversity and inclusion. Emphasize the importance of diverse perspectives and how you ensure inclusivity at all levels.

Discuss various tools and methodologies such as surveys, focus groups, or feedback sessions. Show your understanding of employee engagement metrics and how they align with organizational goals.

Explain your method for staying up-to-date on labor laws, including attending workshops, reading the latest regulations, and working closely with legal departments. Highlight your experience with ensuring that company policies reflect current laws.

Illustrate how you analyze company objectives to create HR strategies that effectively support those goals. Provide examples where you've contributed to the overall success of a business.

Explain your approach to performance management, including setting clear expectations, providing regular feedback, and facilitating development discussions. Cite successful performance management initiatives you've led.

Discuss the importance of coaching as a tool for employee development and fostering success within teams. Give examples of how you've coached leaders or employees and the positive outcomes that resulted.

Outline your change management strategy, emphasizing communication and support during transitions. Include past experiences where you've successfully led teams through changes, highlighting the need for adaptability.