HR Business Partner

at  Beyond Meat

COMPANY DESCRIPTION

At Beyond Meat, we started with simple questions. Why do you need an animal to create meat? Why can’t you build meat directly from plants? Thus, we make plant-based meats that allow families to eat more, not less, of the traditional dishes they love while feeling great about the health, sustainability, and animal welfare benefits of plant protein. Our goal is to bring exciting change to the plate—and Beyond.
The HR Business Partner (HRBP) will provide leadership and consulting support to our Devault, Pennsylvania manufacturing site, driving the people strategy, organizational development, and HR functional excellence. The HRBP is responsible for aligning business objectives with team members and leadership as well as serving as the business partner. The HRBP will work closely with leadership and team members to improve work relationships, build morale, and increase productivity and retention. This role requires a deep understanding of manufacturing to proactively deliver HR solutions that align with Beyond Meat’s business objectives. You will take a key role in driving our culture and values, continuously assessing organizational needs, devising solutions, and coaching leaders.
Reports to the Beyond Meat Director Human Resources and serves as the business partner to the Director Manufacturing Operations.

REQUIRED QUALIFICATIONS

• Excellent English/Spanish bilingual communication skills (reading, writing, and speaking)Bachelor’s degree in HR or related field such as Business Management
• Understanding of Lean Thinking, PDCA, and Continuous Improvement to support Plant leadership and operations
• Minimum of 5 years of HRBP experience within a manufacturing environment
• Minimum of 3 years of supervisory experience
• Solid understanding of all core aspects of HR management (Compensation and Benefits, Performance Management, Training and Development, Succession Planning, Team Member Relations, and Labor Law and Compliance)
• Experience in analytical, critical thinking, and problem-solving skills
• Ability to think strategically and translate concepts into actionable items; develop solutions based on data analytics
• Strong consulting, coaching, communication, and influencing skills with proven ability to position as a trusted partner
• Ability to work independently and collaboratively in a fast-paced environment and ambiguous business situations with multiple priorities and deadlines
• Experience supporting diverse client base of frontline, leadership, and headquarters personnel An inclusive mindset and ability to build effective relationships
• Proficiency with Microsoft Office Suite and Workday

TASKS, DUTIES, & GENERAL RESPONSIBILITIES

• Supports and works closely with the Corporate People Team, site leadership, and team members; serves as a credible advisor, trusted confidant, and thoughtful change champion
• Provides critical HR support to the successful running of the manufacturing site and is responsible for the end-to-end HR activities, including team member relations, talent management, compensation, succession planning, talent acquisition, retention, and strategic HR processes
• Engages and develops team members, as well as implements HR processes and leads initiatives to best support high performance and growth
• Contribute to, optimize, and support the Corporate People Team’s processes and initiatives, such as performance management, merit planning, workforce planning, talent development, data integrity, administration, reporting, documentation standards and preparation, and engagement surveys
• Support team members in the different stages of the team member lifecycle
• Design and deliver targeted solutions in a dynamic environment in culture, team building, engagement, talent management, and the overall team member experience
• Manage team member relations issues, partner with and coach leaders on sensitive matters and complex team member issues, and conduct objective and thorough investigations
• Manage and analyze people metrics and leverage insights and guidance based on data
• Lead with inclusivity, foster a culture of belonging, and champion Beyond Meat’s DEIB philosophy and strategy
• Assess the overall culture and develop action plans to ensure an engaged, positive, and productive workforce
• Demonstrate sound judgment, a high level of integrity, and professionalism at all times
• Demonstrate effective interpersonal skills and the ability to influence change by building credible relationships
• Provide general thought partnership on initiatives aimed at improving culture and team effectiveness

SUPERVISORY RESPONSIBILITIES

• Accountable for developing talent through on-going performance feedback and career management coaching
• Lead, support, and develop one team member (HRG)Conduct quarterly and yearly performance reviews of direct reports
• Mentor and develop team members, create succession plan, and identify/recruit key talent
• Set annual and quarterly department level OKRs