Associate Director, HR – Meals and Hydration Ops

The Associate Director, HR – Meals Ops at Kraft Heinz is responsible for driving human resource programs across a network of factories. Key responsibilities include talent acquisition, onboarding, performance management, and compliance with regulatory policies. You'll work closely with Operations leaders to ensure effective HR practices and coach them on HR matters. Additionally, you will handle employee relations, compensation planning, and lead contract bargaining, ensuring that all plants are properly staffed and that HR policies are consistently applied.

To qualify for the Associate Director, HR – Meals Ops position at Kraft Heinz, candidates should possess a minimum of eight years of management experience, alongside at least five years in manufacturing leadership roles. Experience in both union and non-union environments is crucial, as is expertise in leading cross-functional initiatives across multiple plants. The role also demands strategic thinking capabilities combined with excellent communication and leadership skills to excel in this dynamic environment.

Kraft Heinz places significant emphasis on employee well-being through a variety of programs and benefits. As part of the Total Rewards philosophy, associates enjoy access to comprehensive medical, dental, and vision coverage, as well as retirement benefits with 401(k) matching. Well-being support includes programs focusing on physical health, social engagement, emotional support, and financial stability. Employees are encouraged to participate in these initiatives, which vary based on role, location, and employment status.

In the Associate Director, HR – Meals Ops role at Kraft Heinz, strong leadership qualities are essential. The ideal candidate should demonstrate strategic thinking, effective communication skills, and the ability to coach and guide Operations leaders. The position requires someone who can drive engagement and foster a diverse, inclusive environment while efficiently managing HR functions across multiple plants. A track record of implementing successful improvement strategies and managing employee relations issues is also vital.

Candidates for the Associate Director, HR – Meals Ops role at Kraft Heinz can expect a thorough hiring process that includes an initial screening followed by interviews designed to assess both technical HR knowledge and cultural fit. Given the strategic nature of the position, candidates may be evaluated on their experience with employee relations, performance management, and leadership abilities. A comprehensive job description will be shared upon interview, providing deeper insights into the role's responsibilities.

In such situations, it’s crucial to approach the conflict with a calm demeanor. Begin by listening to both sides to understand the concerns fully, then facilitate a conversation where each party can express their views. As an Associate Director at Kraft Heinz, I would use my experience in HR and knowledge of company policies to mediate fairly and guide the involved parties toward a resolution that aligns with our organizational values of inclusion and support.

Absolutely! In my previous role, I spearheaded a talent acquisition initiative aimed at improving diversity hiring across various departments. By collaborating closely with hiring managers to identify their needs and employing strategic sourcing methods, we increased our diversity hires by 30% within a year. As an Associate Director at Kraft Heinz, I would apply similar strategies for staffing our factories while ensuring our hiring practices reflect our commitment to inclusivity.

I believe in utilizing a mix of quantitative and qualitative metrics. Key performance indicators like turnover rates, employee engagement scores, and hiring timeline efficiency are vital. Alongside these, I also have regular check-ins and feedback sessions with employees to gauge their experience with HR initiatives. This holistic approach helps me to ascertain the effectiveness of HR programs, ultimately benefiting our teams at Kraft Heinz.

Ensuring compliance requires a proactive approach. I maintain up-to-date knowledge of labor laws and regulations, implementing training programs for HR personnel and managers. At Kraft Heinz, I would regularly conduct audits and reviews of HR practices at each plant to identify potential compliance issues and address them swiftly, fostering a culture of accountability and commitment to legal standards.

In a previous role, I led a change management initiative to restructure a department to improve efficiency. I began by communicating the need for change to all employees, engaging them in the process by seeking their input and addressing concerns. By providing proper training and support, we successfully transitioned with minimal disruption. At Kraft Heinz, I would apply these learnings to any changes needed in the HR landscape to support business goals.

I believe in a collaborative approach to performance evaluations, encouraging self-assessments and ongoing feedback rather than waiting for annual reviews. This method not only helps employees understand expectations but also supports their professional development. At Kraft Heinz, I'd engage in regular conversations with employees and management alike to make the performance management process meaningful and constructive.

To foster employee engagement, I focus on creating a culture of recognition and open communication. Implementing programs that celebrate achievements, promoting cross-departmental collaboration, and creating platforms for employee feedback can significantly enhance engagement. At Kraft Heinz, I would leverage tools and resources that support these strategies to ensure employees feel valued and included.

Handling confidential information is of utmost importance. I always ensure that data is stored securely and only accessible to individuals with a genuine need to know. I additionally educate employees about the importance of confidentiality in our HR processes. At Kraft Heinz, this approach would align with our values of integrity and respect for team members' privacy.

Training is foundational to employee development in HR. I advocate for continuous learning through formal training programs, workshops, and mentoring opportunities. This not only enhances employees' skills but also prepares them for future roles. At Kraft Heinz, investing in training aligns with our commitment to employee growth and performance excellence.

Employee feedback is vital to HR management as it provides insight into how HR initiatives are perceived and their effectiveness. Regular feedback helps identify areas for improvement and informs more impactful HR strategies. At Kraft Heinz, prioritizing employee feedback allows us to create a more engaged and satisfied workforce, ultimately driving business success.