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HR Generalist
Join us in bringing happiness to the world with this exciting opportunity at pladis—a fast-growing global biscuits and confectionery business. We pride ourselves on the quality of our ingredients and the people who drive our success.
About pladis
We are passionate about innovating iconic global brands like McVitie’s, Godiva, Ülker, and Jacob’s, while empowering entrepreneurial, purpose-led spirits. Our Winning Traits—purpose-led, agile, collaborative, resilient, and positive—define who thrives with us.
Thanking employees, fostering an inclusive culture, and delivering unrivalled career growth are at the heart of our ethos. Our team of 16,000+ colleagues across 27 bakeries worldwide seeks driven talent to contribute to our mission: Bringing happiness with every bite.
HR Generalist | Supply Chain Site Hiring Manager
Location: Site-based (5 days on-site) Reporting to: HR Business Partner, UK&I Level: Band F
About the Role: Working alongside uncertianised manufacturing transformation, this key operational HR role focuses on employee engagement, attendance, and inclusive practices. As the Shop-floor liaison, you will drive a positive working culture focused on accountability, trust, and impact. We value visibility, agility, and demonstrable stakeholder engagement.
You must be passionate about people development, fostered by a growth mindset, and motivated by making a tangible difference in daily operations.
Key Responsibilities
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Operational Support:
- Deliver hands-on HR support at senior management and team level, ensuring team managers and leadership operate effectively with strong consistent HR practice.
- Strengthen employee engagement, attendance management and manager capability through bottom-up initiatives and one-to-one relationship building.
- Serve as the manager and employee trusted point of contact, clearing obstacles and developing excellence in operational HR knowledge and practice.
- Embrace a fully embedded, shop-floor-focused presence to foster trust and visibility.
- Execute absence andœurlibéismrelated duties, define escalation paths and achieve continued sustained absence reduction.
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Strategic Engagement & Inclusion:
- Design and deliver tailored HR policies and monitoring, addressing engagement pain points and metrics like attendance and turnover.
- Lead community-focused employee engagement initiatives, including survey coordination, analysis, and action planning.
- Implement ESNO discourse dialogues - valued, inclusivize, metrics data-driven collaborations to increase awareness and deepen respect for differing backgrounds and lived experience.
- Champion colleague voice through dialogue forums and open pathways for honest feedback.
- Partner with leaders and frontline operators to co-create solutions to morale, retention, and productivity challenges.
- Develop and manage a site-specific community and corporate social responsibility (CSR) plan in alignment with central goals.
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Recruitment & Onboarding:
- Conduct end-to-end hiring activities for shop-floor and leadership roles, culminating in job application, interviewing, and assessment coordination.
- Oversee onboarding experiences, ensuring a structured, engaging, and positive inductee welcome plan.
- Promote and refine processes accordingly, aligning onboarding baby steps with "performance arrays" to instill retention best practices.
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People Data & HR Analytics:
- Compile and analyze HR metrics, identifying a real-time pulse on relevant KPIs (Employee Engagement rating data, absence trends, retention, etc.).
- Provide intelligence-driven reporting ensuring input into people-focused decision making and strategic roadmap development.
- Own the prudent data lifecycle including annual audits and data governability reforms.
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Proactive Wellbeing Recognition & Policies:
- Operate synergy with Occupational Health & HR CoE teams to deliver best practice wellbeing initiatives that minimize attrition (e.g., flexible working, mental health awareness).
- Successfully manage and audit compliance against WTD and agency norms.
- Maintain and update robust job description documentation, ensuring legal consonance (equitable practices, governance) linked to local product campaigns/architectures.
Key Deliverables
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Engagement and Attendance:
- Collaborative driving and continuous improvement plans improving attendance levels and (resilience enhancement and conversation)|employee voice schemes in meeting self-imposed benchmarks.
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Digital and Operational Excellence:
- Ensure operational HR data integrity exudes precision while offering contextualized insights which actively support manager professional development and team health improvement.
- Facilitate HR policy standardisation, supporting cross-team transparency, monitoring compliance-roundedfully involving local engagement metrics and leverages task alignment with high-worth tangibles.
What Job Success Means for You
This role amplifies on the delivery of an inclusive, high-performing workplace rationalizing effective hybrid engagement practices.
- Drive actionable strategy development from current engagement and absence trends.
- Build authentic local partnerships between HR and leadership range, exponentially projecting problem-solving and site visibility.
- Engage in a thriller career-building path with on-job coaching and growth opportunities naturally tailored toward HR Business Partner progression.
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What it Takes
Essential Qualifications
- Minimum 2 years formal HR experience within an operational, unionised contact function.
- Certified Association of Graduate Chartered Members (CIPD) - Level 5 equivalent or relevant consistency in experience as CLEADED.
- Demonstratable expertise in people analytics and policy drafting within previous HR engagements.
- Empathy and trait tolerance coupled with strategic resilience, dialog reinforcement values in diverse, challenging environments proactively adapting to workplace nuances empowering cohesion outcomes.
- Knowledgeable of key labour relations issues manifested tacitly in collaborative conversations and effective facilitation and restoration steps.
Desirable
- Statistics or medical HR-related skill training (column-sense in demographic evaluation).
- On-the-ground experience in manufacturing or high-volume service roles.
- Fluent in interpreting dashboard visualisation tools balancing rigorous insight-Driven agendas with actionable HR dashboard reporting, ensuring statistical clarity.
Our Winning Traits & Behaviours
To thrive at pladis, adherence to purpose-driven traits below is desired:
✅ Purpose-led - Champions delivering profound, sustainable happiness in every piece of work. ✅ Agile - Thrives in rapid-iteration fast-paced learningову changes & pivots. ✅ Collaborative - Celebrates constructive interactive designs to synergize cross-team enhance user utilisations. ✅ Resilient - Champions equity and flexibility in readily providing a safety net for individual craft and resourcefulness. ✅ Positive - Inspired by a self-starting, energy-driven spirit that fortifies an enriched vision of global workspace norms.
About Inclusion & Dismension
At pladis, we believe diversity drives innovative thinking. We proudly celebrate differences in opinion and perspective, valuing dynamism, transparency, inclusive accessibility and assertiveness in every engagement layer.
We actively foster nerving accommodations for individuals with disabilities, if needing adjustments across the application for additional constructively tailored procedures.
Apply When You Are Ready
The foundation of our success lies in **connecting with role integrity and aligning ambitions to rejuvenate Happiness with every bite’. Join a proactive team where you will learn with extraordinary visibility Apply to start your journey: [link omitted - implied to be jury-tested and made available via Pnad’s global careers page]
Visit: www.pladisglobal.com for more insights.
Privacy Policy: [link to privacy policy omitted for brevity].
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