- Strategically develops and administers a suite of human resources plans and procedures for all company personnel.
- Serves as a strategic business partner to the leadership team, harmonizing business objectives with HR policies.
- Ensures compliance with federal and state legislation, leveraging deep legal acumen to manage employees, mitigate legal risks, and maintain regulatory compliance; collaborates with legal counsel as necessary.
- Drives HR strategies, policies, and practices in collaboration with business teams, focusing on employee relations, talent management, employee engagement, culture/climate, performance management, compensation, diversity, training, and workforce planning.
- Develops and implements HR policies and procedures to ensure compliance with legal requirements and best practices.
- Stays abreast of changes in employment law and regulations, proactively addressing any potential impact on our policies or practices.
- Oversees the development and maintenance of personnel records and reports, organizational charts, and the employee HRIS system.
- Participates in special projects and initiatives as assigned by senior management.
- Communicates updates on personnel policy and procedure changes, ensuring compliance and maintaining the employee handbook and policy manuals.
- Develops key HR metrics and analyses to inform decision-making and drive improvements.
- Champions workforce planning and manages all employee relations issues, including counseling, disciplinary actions, and grievance resolutions.
- Conducts investigations and consults with legal counsel as directed by Executives on operational matters.
- Guides department managers in their managerial responsibilities regarding personnel matters.
- Manages immigration processes, assisting international employees with visas and permanent residency.
- Provides oversight and guidance on leave of absence and workers' compensation matters.
- Complies with all the Company's Safety and Environmental policies, practices, and programs. Takes corrective action within training limitations. Escalates as necessary.
- Participates in and adheres to all training programs designed to enhance HSE knowledge, safety standards and improve job performance.
- Performs other duties as assigned.
- Bachelor's degree in Human Resources, Business Administration, or related field required.
- A Masters degree in Human Resources, Business Administration, or a related field is preferred.
- SPHR or SHRM-SCP is highly desired.
- PHR or SHRM-CP is required.
- 10+ years of progressive related work experience in HR Management with a focus on generalist functions and HRIS applications.
- HRIS applications: UKG highly desired.
- Advanced working knowledge of multiple human resource disciplines, including talent management, employee relations, training, recruiting, and workers' compensation.
- Advanced knowledge of employment-related laws and regulations.
- Analytical and problem-solving skills.
- Advanced knowledge of federal, state, and local employment laws and regulations.
- Experience with HRIS systems and payroll software.
- Advanced knowledge of HR policies, procedures, and best practices.
- Ability to multitask and prioritize in a fast-paced environment.
- Verbal and written communication skills.
- Interpersonal, negotiation, and conflict resolution skills.
- Organizational skills and attention to detail.
- Ability to prioritize tasks and delegate them when appropriate.
- Ability to act with integrity, professionalism, and confidentiality.
- Supervisory and leadership skills.
- Proficient with Microsoft Office Suite or related software.
- Proven track record of effectively managing HR processes and initiatives.
- Experience in a leadership role within HR.
- Familiarity with strategic HR planning and organizational development.
- Ability to handle sensitive and confidential information with discretion.
- Ability to work effectively both independently and as part of a team.
- Experience with HR analytics and reporting.
- Knowledge of international HR practices and regulations.
- Familiarity with continuous improvement methodologies (e.g., Lean, Six Sigma).
- Experience working with and influencing senior executives or other senior organizational leaders.
- Experience in Oil and Gas industry.
- Primarily office work environment.
- Routine work involves common office activities during a typical 9-hour day such as standing, sitting, walking, typing, and twisting as necessary.
- May be required to occasionally lift up to 25 pounds.
- Must follow all company safety policies, including when visiting field locations.
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HR Manager - Bakersfield, United States - Berry Inc
Description
The Human Resources Manager is a strategic business partner who under the direction of the VP, Human Resources, leads all aspects of Human Resources, driving the continued growth and success of the company. This role requires a seasoned HR generalist with a deep understanding of HR policies, compliance, and best practices. This role is responsible for developing and implementing innovative HR programs, talent strategies, employee relations, and ensuring the organization remains compliant with all federal and state employment laws. To be successful, this position will also exhibit Berry's core values of Stronger Together, Own it, Breed Excellence, Do the Right Thing, and Responsible.Key Accountabilities
Critical:
The pay range for this position in California is between $161,500-$175,000 annually based on a full-time schedule.Please note that the annual salary information is a general guideline, and that annual salary will vary depending on your location and that Berry Corporation ("Berry") will consider factors such as (but not limited to) scope of responsibilities of the position, candidate's work experience, education/training, key skills, internal peer equity, as well as market and business considers when extending an offer.This position is eligible for short-term cash incentive bonus and long-term incentive awarded in restricted share units, excellent benefits including full health benefits, 401(k) with company match and immediate vesting, tuition reimbursement, 9/80 flex schedules, and generous paid time off.
Equal Employment Opportunity Statement
Berry Corporation is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws and will not be discriminated against on the basis of disability.
LINK to Equal Employment Opportunity Posters:
Reasonable Accommodation Notice
If you are an individual with a disability and would like to request a reasonable accommodation as part of the employment selection process, please contact Human Resources at or
Pay Transparency Notice
Berry Corporation ("Berry") will not discharge or in any other manner discriminate against an applicant or employee because they have inquired about or discussed compensation.
Notice to Third Party Agencies
Please note that Berry Corporation ("Berry") does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Agreement, Berry will not consider or agree to payment of any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without a previously signed agreement, Berry explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, will not be reviewed or considered in part of the application process.
This job description is not intended to be an all-inclusive list of duties nor account for all abilities required to perform the job. It is a general description of the nature of the position.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR c)
