The Human Resources Business Partner (HRBP) is a vital member of the Site Leadership team and provides insight and leadership in driving the site's improved performance through employee engagement, development and training. The HRBP is responsible for all Human Resource functions at the site level, and serves as a consultant and coach to managers and supervisors regarding HR issues. Major areas of responsibility include recruiting, on-boarding, employee relations, and organizational development. Participate in corporate-wide initiatives and projects with other division HR professionals. Responsible for implementing and managing human resources policies and programs to achieve stated company objectives.
Essential Job Responsibilities
- Serve as a partner to the General Manager(s) and site leadership in providing thoughtful input on business issues and people related actions.
- Direct talent management for exempt and non-exempt staff, to include: recruiting, applicant tracking, compensation analysis, and onboarding.
- Facilitates organizational development efforts to include succession planning, development planning, goal setting, and performance management.
- Respond to employee concerns, EEO, ADA and unemployment claims.
- Administer employee investigations to resolve workforce situational issues, including gathering appropriate documentation, conducting employee interviews, and advising management regarding results. Provide recommendations for resolution based on investigatory outcomes; actively participate in administering resolution through employee/supervisor counseling, documenting, as applicable.
- Act in a consulting capacity to company leadership in the areas of promotion, demotion, transfers, layoffs, terminations, resignations, and employee relations.
- Ensure compliance with federal and state laws such as FLSA, Equal Employment, ADA, FMLA, as well as compliance to internal policies and procedures by advising management and counseling employees regarding policy compliance as well as consulting legal as directed. Responsible to ensure that all employee data supports legal requirements and required reporting.
- Proactively drive positive employee relations, including identifying and implementing employee engagement initiatives.
- Coordinate administrative tasks including but not limited to administering the wage and performance review process, maintaining job descriptions, coordinating all leaves of absence requests, coordinating drug screening processes, conducting exit interviews, maintaining employment data and reports, preparing attendance records and disciplinary warnings.
- Implement established HR policies, procedures, handbooks and initiatives. Provide input, recommendations and feedback for the development of new approaches, policies, and procedures.
- Assist in developing standard HR processes for continuous improvement. Administer activities in accordance with current practice.
- Oversee workers compensation claims administration and return to work transitions in accordance with relevant laws and company policies and procedures.
- Coordinates activities to encourage career development through in-house training, seminars, educational assistance programs, apprenticeship and on the job training.
- Oversee the maintenance of employee records required by law or local governing bodies, or other departments within the company, to include but not limited to: personnel files, benefit participation documents, HIPAA files, and I-9 records.
- Assist in compiling annual human resources budget information. Manages site HR budget within approved levels.
- Performs other related duties or projects as required and assigned.
- Ability to build constructive and effective relationships across the organization
- Shows consistency between words and actions and holds others accountable for doing so
- Demonstrates influence by asserting his/her ideas and opinions
- Ability to create clear and concise presentations to support ideas and address issues
- Clearly describes the implications of data or ideas when presenting
- Demonstrated ability to address difficult issues and coach others in addressing concerns
A bachelor's degree in Human Resource Management
Five to seven years of experience in the HR field, or any similar combination of education and experience is required.
- Ability to sit for extended periods, working at a desk and/or attending meetings.
- Use various computer and office equipment as well as be able to move throughout the office and manufacturing area in order to talk/hear or otherwise communicate with employees, management, customers, vendors, and others.
- Noise level in the work environment ranges from quite to loud.
- Employee will be required to wear Personal Protective Equipment (PPE) when working on the plant floor.
Yes, up to 10% of time traveling
Equal Opportunity Employer: Minority, Female, Disabled, Veteran, Sexual Orientation