Division Information

The Home & Garden business unit of Spectrum Brands is based in St. Louis, Missouri with distribution, manufacturing and sales offices throughout the US and globe. We are a leading supplier of consumer products nationally for the home, lawn and garden, insect and weed control markets. We deliver groundbreaking products of exceptional value and top-notch quality to consumers with our well-recognized brands including Spectracide®, Hot Shot®, Cutter®, Repel®, Black Flag®, Garden Safe®, EcoLogic® and Liquid Fence®.

Job Summary

The Human Resources Manager will provide independent and high-level HR partnership and dedicated support to employees and leaders for the Home & Garden commercial teams. This would include assisting with business process development, employee training and development, employee relations, performance management, change management and talent management for all aspects of the commercial teams. In addition, this role is critical in executing strategic project initiatives, defining and facilitating standard operating procedures, and driving HR functional excellence and process improvement.

Primary Duties & Responsibilities

Talent Acquisition

Work with customer groups and Talent Acquisition team to develop and support a recruitment and retention strategy to identify, attract, engage and retain high-performing talent for the Enabling Function divisions.

Performance Management and Talent Development

Manage the performance management lifecycle, including goal setting, performance evaluations, and feedback mechanisms. Lead and facilitate talent review discussions with leaders to identify key talent and assess readiness for future roles. Promote leadership development initiatives and skills enhancement opportunities.

Organization Design and Development

In conjunction with the HR Director, the HR Manager will partner with company leaders and managers in designated functional areas to review and understand business and strategic requirements and evolving operating models. Assist with the design and implementation of organization structures and the development of programs and solutions (from a HR perspective) to help support and respond to business needs.

Project Management

Develop project plans, secure resources, and drive project schedule; collaborate effectively across teams to define strategy, goals and commitment to timelines and deliverables.

Process Improvement

Identify process inefficiencies and transactional optimization opportunities and work with HR Center of Excellence and business teams to streamline and align processes. Use and deploy appropriate process improvement methods, through the facilitation of business process mapping, to drive business solutions forward. Develop, facilitate and monitor Standard Operating Procedures – including development and maintenance of procedural documentation

Employee Relations

Provide leadership, employee development support and direction to company employees and leaders. Facilitate complex investigations and make recommendations for resolutions and ensure appropriate documentation occurs.

Leadership Development

Partner with leadership to assess and determine high potential talent within the organization and develop IDPs, Leadership Development Plans and additional development activities for identified succession candidates.

Corporate Policies and Procedures

Collaborate with leaders to develop & implement motivating, fair & balanced personnel policies, practices and engagement initiatives.

Change Management

Work with the Director of HR and leadership to evaluate the level of change and transformation impacts within the functions: Apply a structured methodology and change management activities Support the design, development, delivery and management of communications Conduct impact analyses, assess change readiness and identify key stakeholders

Compensation

Collaborate with the Compensation Department to recommend compensation adjustments for new hires, employees who are promoted, moving into special development roles and those moving into new positions due to reorganization.

Ad Hoc Projects. The HR Manager will participate and assist in projects with a high degree of confidentiality and complexity.

Education and Experience Profile Bachelor's degree required (preferably in Human Resources) 7 years of prior HR generalist and/or manager/HRBP work experience required Required Skills PHR or SPHR SHRM Certification Strong knowledge and understanding of employment laws and regulations Strong communication, presentation and organizational skills required Ability to handle conflict and perform comfortably in changing, fast-paced and transformative environment Takes initiative anticipating business needs and leading with minimal direction A solid understanding of how people go through a change and the change process Experience and knowledge of change management principles, methodologies and tools Ability to coordinate multiple tasks to meet deadlines Intermediate to advanced proficiency with Outlook, Microsoft Word, Excel, PowerPoint and HRIS systems Must maintain high level of confidentiality and professionalism Consistent in performance and practices ethical, professional behavior at all times Demonstrated program ownership and consistent delivery on commitments - great organizational skills with exceptional follow through and attention to detail Work Environment

Working conditions are normal for an office environment.

The above information on this description has been designed to indicate the general nature and level of work performed by employees within this job/classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Spectrum Brands is an Equal Employment Opportunity/Affirmative Action employer.

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