About WhiteCrow
We are global talent research, insight, and sourcing specialists with offices in the UK, USA, Singapore, Malaysia, Hong Kong, Dubai, and India. Our international reach has helped us to understand and penetrate specialist markets at a global level. In addition to this, our service is also extended to complement our client's in-house talent acquisition teams.
About our client
Our client vision is to be the world's best performing snacks-led powerhouse, unleashing the full potential of their differentiated brands.
Powered by their strategy to Differentiate, Drive & Deliver, they are a leading company in global snacking, international cereal and noodles, and North America frozen foods, with iconic, world-class brands and strong underlying growth momentum and profitability.
Our client purpose is to create better days and a place at the table for everyone through their trusted foods brands.
As part of this purpose, they are committed to advancing sustainable & equitable access to food by creating Better Days for 4 billion people by the end of 2030.
As a Senior Manager, HRBP - GL4, you will be responsible for...
- Workforce planning & budgeting – Building and tracking the headcount plan for 500 employees, including shift mix, overtime guardrails, and vacancy risks. Owning people cost budgeting, forecast vs. actuals, and variance actions.
- Talent acquisition & onboarding (technicians) – Leading end-to-end technician hiring: hiring events, assessment days, medical checks, and onboarding. Supporting central teams with salaried hiring at local level.
- Comms & engagement – Designing and leading the annual plant comms plan (townhalls, floor walks, recognition). Running pulse surveys, translate results into actions, and track closure to drive engagement. Focusing on embedding EDI in frontline technician engagement.
- HR partnering (Ops) – Working closely with Operations leader, line managers and frontline leaders to embed HR programs into daily and monthly rhythms. Coaching mid-level leaders and ensuring people priorities are visible in plant reviews.
- Org design & lifecycle – Supporting the business with structure design based on plant needs, enabling feeder moves and cross-rotations, and managing employee lifecycle from hire to exit., including career transitions.
- Performance & talent (with L&D/Talent) – Ensuring goal-setting hygiene, calibrations, and IDPs are embedded across Ops. Partnering with L&D to progress the skill matrix, strengthening frontline leader capability, and building succession for critical roles.
- People analytics & reviews – Maintaining dashboards on attrition, absenteeism, overtime, time-to-fill, onboarding, and engagement. Leading weekly/monthly reviews, apply root-cause analysis, and track impact of actions.
- Collaboration with ER/IR – Partnering with ER/IR to ensure discipline, compliance, and smooth union relations, escalating patterns/issues as needed.
What you already have...
- 8–12 years of HR experience in manufacturing or large-scale frontline environments.
- Strong background in manpower planning, technician hiring, onboarding, and engagement.
- Hands-on style with presence on the shop floor and comfort working in a unionized environment.
- Analytical mindset; ability to translate data into actionable insights.
- Resilience, pace, and ability to balance strategic and operational demands.
