Assoc Mgr HRBP The Hershey Experience

Location: Hershey, PA

Summary:

The Assoc Mgr HRBP for The Hershey Experience (THX) leads and executes the people strategy across both the Hershey’s Chocolate World site workforce, and to THX corporate teams. This role’s primary focus will be on leading and executing on Chocolate World site responsibilities, translating business priorities into workforce plans, talent actions, and leader capability to strengthen organizational performance, workforce stability, and employee experience. This will also include support for THX corporate functions and VP of THX where needed. The role oversees core HR cycles (workforce planning, talent and succession, performance and compensation) and provides hands-on leadership for site HR operations, employee relations, and policy governance. It partners with cross-functional HR teams (e.g., Talent Acquisition and Employee Relations) and business leaders to deliver compliant, scalable solutions that enable safe, reliable operations and sustained talent outcomes.

Responsibilities:

• Own Site Staffing Strategy and HR Operations Execution (HCW): Maintains staffing priorities and HR operating routines for HCW to enable high-volume hiring, onboarding, and workforce readiness across retail, warehouse, food & beverage, maintenance, utilities, and attractions. Partners with Talent Acquisition and HBP to ensure recruiting execution meets seasonal and operational requirements with clear service expectations and escalation paths. Maintains the on-site HR support model (including self-service enablement such as learning resources) to ensure frontline employees and leaders can access timely HR support and guidance.
• Lead ER, Labor Relations, and Policy Governance for the Site: Directs employee relations and labor relations work at the site by conducting and overseeing investigations, ensuring consistent discipline practices, and coordinating with corporate Employee Relations for high-severity matters. Manages accommodations processes and maintains site-level handbook policies and procedures to ensure alignment with company standards and compliance requirements. Reduces operational and legal risk by building leader capability in case handling, documentation quality, and timely escalation to appropriate partners (including Legal when needed).
• Coach Leaders, Enable Change, and Improve Engagement (eNPS) Outcomes: Serves as a coach and consultant to THX leaders (including band 2–4 leaders and site leadership) by providing guidance on people decisions that align with policy, compliance, and business needs. Leads change management and adoption for organizational or operating model shifts by clarifying impacts, aligning leaders on expectations, and reinforcing execution routines. Executes on employee engagement strategy and processes (including eNPS action planning) by driving root-cause insights, leader actions, and progress visibility to strengthen retention and employee experience outcomes.
• Drive Talent Management, Succession, Performance, and Compensation Cycles: Leads talent planning and succession processes for critical THX roles by identifying capability gaps, assessing pipelines, and aligning development actions to business continuity needs. Oversees performance management and compensation-related processes by ensuring consistent execution, leader readiness, and appropriate documentation aligned to company standards. Delivers measurable improvements in talent outcomes by coaching leaders on decision quality, follow-through, and accountability for people results.
• Lead THX Talent Strategy, Workforce Planning, and SG&A Governance: This role will lead salaried workforce planning initiatives for THX by translating demand, operating plans, and capability needs into headcount, staffing approaches, and org recommendations across site and corporate populations. Uses workforce and cost insights to provide recommendations on strategic labor/SG&A decisions, balancing service, productivity, and employee experience outcomes. Ensures workforce plans are executed through clear governance, stakeholder alignment, and disciplined follow-through across annual and in-year planning cycles.

Requirements:

• Advanced (3): Talent Management, Workforce Planning, Employee Relations, Change Management, Leadership.

• Bachelor’s degree in HR. Business Administration, or related field (or equivalent relevant experience).

• 8–10 years progressive HR experience with demonstrated scope across employee relations, workforce planning, and talent cycles in a complex operational setting (high-volume, multi-shift, customer-facing, and/or multi-population environments).

• Demonstrated experience advising senior leaders and leading HR execution with difficult, occasionally undefined problems consistent with Manager-level People Leader expectations. Working knowledge of employment law and compliant investigation/accommodation practices strongly preferred given risk exposure

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The Hershey Company is an Equal Opportunity Employer. The policy of The Hershey Company is to extend opportunities to qualified applicants and employees on an equal basis regardless of an individual's race, color, gender, age, national origin, religion, citizenship status, marital status, sexual orientation, gender identity, transgender status, physical or mental disability, protected veteran status, genetic information, pregnancy, or any other categories protected by applicable federal, state or local laws.


The Hershey Company is an Equal Opportunity Employer - Minority/Female/Disabled/Protected Veterans.

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