Maple Leaf Farms

Job Summary: Position is accountable for designing and implementing effective compensation strategies and talent development programs for Maple Leaf Farms, Inc., including all remote locations. In this position you will be responsible for analyzing market trends, keeping the compensation structure updated to ensure its integrity, and developing initiatives to enhance employee engagement and performance.

Essential Duties:
1. Serves as a strategic HR Business Partner to all company management and Human Resources leadership. Responsibilities include planning, organizing, and managing the compensation strategy and talent development activities at the company and the outlying facilities within the assigned customer group.
2. Maintain strong relationship between employer and employees.
3. Manages, collaborates, and supports the management team with the organization’s compensation strategy development:
Conduct comprehensive analyses of market compensation trends to ensure the competitiveness of our compensation packages.
Design and implement effective compensation strategies that align with organizational goals and budgetary constraints.
Regularly review and update compensation policies and practices to maintain competitiveness and compliance with relevant regulations.
4. Manages, collaborates, and supports the management team with compensation planning & administration:
Supports the annual compensation planning process, including budget allocation, salary structure adjustments, and incentive program design.
Collaborate with HR management team and MLF leadership to ensure fair and equitable compensation decisions.
Manage the administration of compensation programs, including salary benchmarking, job descriptions, job evaluations and incentive plan calculations.
5. Develops, manages, collaborates, and supports the management team with company talent programs:
Develop and implement talent development programs to support the growth and retention of high-potential employees.
Identify training and development needs across the organization and design initiatives to address skill gaps and enhance employee capabilities.
Partner with HR management team and department leaders to create career development plans and succession strategies for key talent.
6. Collaborate, support and train staff in the organization’s performance management program:
Support the design and implementation of performance management processes, including goal setting, performance evaluations, and feedback mechanisms.
Provide guidance and training to managers and employees on performance management best practices.
Analyze performance data to identify trends and areas for improvement and make recommendations for adjustments to performance programs.
7. Collaborate and support HR management team with the development and implementation of initiatives to enhance employee engagement, including recognition programs, employee surveys and feedback mechanisms.
8. Collaborate with cross-functional teams to foster a culture of appreciation and recognition for employee contributions.
9. Develop and monitor employee satisfaction metrics and action plans to address areas of concern.
10. Actively participates and attends department or committee meetings, providing input toward department goals and objectives, while providing recommendations on departmental best practices and process improvement initiatives that will promote efficiency.
11. Perform other related duties as required or assigned.