ABOUT HAWKINS

Hawkins, Inc. is a formulator, manufacturer, blender, distributor, and sales agent for thousands of industrial chemicals and reagent grade laboratory chemicals sold to municipalities and businesses throughout the Central United States. Thousands of organizations across a variety of industries have depended on Hawkins for the chemical products they need since 1938.

Learn more about us at www.hawkinsinc.com/careers.

ABOUT THE JOB

As a strategic partner, the Senior HR Business Partner aligns business objectives with employees and leaders in designated business units. The Senior HRBP maintains an effective level of business literacy about the supported business units’ financial position, its mid- to long-range plans, its culture and its competition. The role manages day-to-day Human Resource-related needs, including performance management, talent development, leaves of absence, employee relations, turnover, policies and legal compliance, compensation, and training.

The Sr HRBP is responsible for:

• Facilitating discussions on workforce planning and succession planning to support the Company’s growth plans.
• Analyzing trends and metrics in partnership with HR group to develop solutions, programs and policies.
• Working closely with the leaders of the organization he/she supports in continuing to build the culture of the organization and implement the changes necessary to support the growth of the business. Contribute as a project leader and/or team member for key strategic business initiatives.
• Partnering with business leaders to manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations when necessary.
• Providing compensation data to assist leaders in ensuring positions are evaluated and compensated according to the market and aligned to Hawkins’ compensation model.
• Providing HR Policy guidance and interpretation.
• Maintaining in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance, partnering with legal department as needed/required.

ABOUT YOU

• Bachelor’s Degree in business, human resources, industrial psychology or other related
• Minimum of 5 years of work experience in complex situations requiring skills in change management and transitions.
• Experience at a company that has experienced high growth, preferably with an acquisition background desired.
• Experience working with sales or manufacturing, supply chain or distribution is preferred.
• Demonstrated experience in employee relations, conflict management and change management.
• Prior experience with California employment law preferred.
• Experience working within an executive or senior leadership team.
• Experience in developing, implementing, managing and improving HR core processes.
• Experience working with HRIS systems as an end user and ability to analyze high level data for trends and patterns.
• Working knowledge and use of all Microsoft applications (Outlook, Word, Excel, PowerPoint)

WORK FOR THE BEST

Hawkins offers a competitive compensation and benefit package and is an award-winning employer and organization! Learn more about us at www.hawkinsinc.com (NASDAQ: HWKN).

Req 2023-223

All applications must be received online. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristics protected by law.

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 60-1.35(c)