About SunOpta
SunOpta delivers customized supply chain solutions and innovation for top brands, retailers and foodservice providers across a broad portfolio of beverages, broths and better-for-you snacks. With over 50 years of expertise, SunOpta fuels customers’ growth with high-quality, sustainability-forward solutions distributed through retail, club, foodservice and e-commerce channels across North America.

QUALIFICATIONS:

• Bachelor’s Degree or equivalent in Human Resources or a related field preferred.
• 7+ years’ experience in the Human Resources field, with demonstrated career progression.
• Previous HR experience in a manufacturing facility.
• Strong leadership skills and a passion for people.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Strong business and HR acumen, including strong problem-solving skills, critical thinking and analysis.
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines.
• Ability to manage multiple simultaneous priorities, sometimes with a high degree of ambiguity and/or under pressure.
• Strong Microsoft Excel, PowerPoint, Outlook skills.
• Excellent verbal and written communication skills.
• Proven track record of building relationships, effectively influencing, and delivering results.
• Demonstrated commitment to confidentiality.
• Adept at problem solving and facilitating conflict resolution.
• Experience working in a matrixed organization is a plus.

• Management Impact: Serve on designated leadership teams. Utilize visibility across the organization to spot trends, identify emerging needs and address them in partnership with appropriate stakeholders. Develop and implement department goals and continuous process improvements. Participate in strategic planning.
• Staffing: Partner with managers to improve efficiency and productivity by developing and monitoring staffing plans. Coordinate recruiting needs with internal recruiting team. In close alignment with internal stakeholders, manage all aspects of onboarding and terminations, ensuring compliance with all state and federal legislation.
• Benefits Administration: Working closely with internal compensation/benefits team, deliver annual enrollment options. Serve as a resource for all benefits inquiries including health, dental and life insurance, STD, LTD, FSA, HSA, 401K, holidays and PTO.
• Policies and Procedures: Collaborate with HRM peers to develop and administer consistent policies and procedures, ensuring both legal compliance and fit for purpose.
• Systems and Records: Maintain employee records, data and reporting with the highest degree of confidentiality. Ensure accurate information in all HR systems and files including ERP system, payroll system, external employee databases like benefits and insurance, and all HR employee databases used to report and support managers and supervisors.
• Employment Law: Stay current on state/federal employment law by participating in continuing education via seminars, industry periodicals and/or peer groups. Exercise judgment consistent with standards, practices, policies and all applicable laws and regulations including but not limited to FLSA, HIPAA, ADA, FMLA, OSHA, UI, WC and EEO.
• Employee Relations: Partner with stakeholders to lead change management efforts. Support supervisors and managers in handling conflict and facilitating difficult conversations. Serve as primary contact for employee complaints. Coordinate investigations and make recommendations regarding appropriate resolution.
• Employee Engagement: Proactively solicit feedback from employees at every level of the organization in an effort to develop and maintain a high performing culture. Champion the annual engagement survey and develop/implement action plans relevant to the results. Drive accountability and a healthy association to conflict. Promote company pride and overall culture with the objective of continually reducing employee turnover while enhancing overall engagement.
• Training and Performance Management: Support people managers with career conversations. Coordinate/develop training plans as needed. In collaboration with internal compensation/benefits team, manage annual review process while assisting with ad hoc performance management including both compensation/incentives and warnings/discipline.
• Org Chart: Ensure organizational chart, job descriptions and job titles remain current and aligned across assigned employee populations. Recommend and implement changes when necessary.
• Other tasks and projects as necessary or assigned.