EXPERIENCE:

7 to 10 years of relevant work experience

KNOWLEDGE, SKILLS AND ABILITIES

Knowledge of (B/basic; J/journey; E/expert):

• General Human Resources policies and procedures (E)
• Positive employee relations policy and procedures (E)
• GSF concepts, procedures, and regulations (E)
• Management and supervisory concepts and techniques (E)
• Human Capital Metrics e.g., Turnover, Retention, Engagement (E)
• Recruitment and employment practices (J)
• Relevant division concepts, procedures, and regulations (J)
• Training and employee development (J)
• PC word processing/spreadsheet software (J)
• Labor contracts and labor union environment (B)
• OSHA, EEO, ADA, and related employment, labor, and safety rules and regulations (B)

Skill and ability to:

• Navigate complex associate relations matters and provide data backed recommendations
• Build human capital strategy to improve retention, engagement, and fulfillment
• Work effectively in a general business environment, with a focus on high levels of quality and customer service
• Interpret labor or human resources anomalies and identify appropriate solutions
• Communicate and coordinate effectively with employees at all organizational levels verbally and in writing
• Prepare a variety of comprehensive administrative and technical documents and reports
• Prepare and deliver presentations to management, external agencies, and employees
• Act in accordance with GSF’s Values and Creed

• Creed and Values: In partnership with operations leaders, and within GSF Creed and Values, leads employee engagement strategies to include leading employee surveys, feedback sessions and appropriate actions plans to maintain an engaged workforce.
• Ensure Compliance & Safety: Upholds all environmental, health, safety, food safety, and legal compliance standards across HR operations, including adherence to OSHA, DOT, and regulatory requirements.
• Performance & Development: Oversees performance management processes, goal setting, and leadership development to enhance employee engagement and drive results.
• Talent Management & Organization Development: In collaboration with leadership, designs, develops, and fosters implementation of human capital strategies to include retention and engagement.
• HR Policy & Program Administration: Leads and manages all core HR functions—employment, benefits, compensation, training, and associate relations—ensuring alignment with company policies and regulatory laws (e.g., FLSA, FMLA, EEO, ADA, Title VII).
• Employee Relations & Investigations: Partners with leadership and Corporate Legal to advise and provide recommendations to address employee concerns, which may include conducting investigations (e.g., EEOC, harassment, discrimination) to foster positive relations across all levels.
• Talent Acquisition & Workforce Planning: Collaborates with Talent Acquisition to recruit, select, onboard, and retain qualified employees, supporting workforce and succession planning initiatives.