Siegwerk is one of the world's leading suppliers of Printing Inks and sustainable packaging solutions. A career here will give you significant flexibility and support in a company focused on making a positive impact in the world. Siegwerk is poised to disrupt the global packaging industry; changing the way packaging is produced and consumed for the benefit of us all. At Siegwerk, you will have everything you need to help make that change.
Join us, let's Do it. With Heart. Siegwerk Des Moines is looking for an experienced Human Resource Business Partner to support our Supply Chain Management.
This is an on-site position with the possibility of hybrid. Job Summary
The HR Business Partner (HRBP) is a multifaceted professional who bridges the gap between human resources and business strategy. This role is crucial in coaching and consulting leadership, collaborative partnership with leaders and team members in all levels of the organization, and in identifying how current and future challenges impact Siegwerkers. The HRBP works together with business leaders to create and implement HR strategies that align with business goals, while also managing the entire employee lifecycle. Primary areas of focus include leadership and team member development, employee relations, performance management, talent acquisition and retention, strategic planning as it relates to identifying training needs and aligning programs with business objectives, workforce and succession planning. As an HRBP at Siegwerk, you are pivotal in shaping the company's success by fostering a positive work environment, optimizing talent management, and ensuring compliance with policies and regulations. Supervisor Responsibilities
This position has no direct supervisor responsibilities, but does serve as a coach and mentor for other positions in the department
Duties/Responsibilities: Partners with leaders and team members to build talent capability through career experiences, development opportunities, training and mentoring engagements. Builds strong business relationships with business units, providing day-to-day point-of-contact support. Conducts regular connection meetings with respective business units. Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations. Maintains in-depth knowledge of legal requirements related to day-to-day management of team members, reducing legal risks and ensuring regulatory compliance in US and Canada. Partners with legal team as needed/required. Provides day-to-day guidance to managers on performance coaching, corrective actions, conflict resolution, investigations. Provides guidance and input on business unit restructures, workforce planning and succession planning. Analyzes trends and metrics in partnership with the HR group to develop or enhance solutions, programs and policies. Works closely with management and team members to improve work relationships, build morale, and increase productivity and retention. Provides HR policy guidance and interpretation. Facilitates career discussions and developmental opportunities. Develops contract terms for new hires, promotions and transfers. Assists international team members with expatriate assignments and related HR matters. Collaborates with other HR functional partners to execute HR strategies and annual initiatives (compensation, benefits, employee engagement, performance management, learning and development) to meet business objectives and support future business growth. Partners with hiring managers and talent acquisition in staffing process. This includes developing and updating job descriptions, facilitating approval process, participating in potential candidate selection and onboarding. Identifies training needs for business units and individual coaching needs. Crafts, educates and delivers learning and development initiatives for managers and team members, on a variety of HR related topics. Contributes in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. Participates in engagement activities designed to improve team member morale and appreciation. Performs other related duties as assigned. Required Skills/Abilities: Excellent verbal and written communication skills. Ability to recognize and frame issues to enable effective cross-functional decision making. Excellent interpersonal skills and customer service skills. Demonstrates and fosters trust, gains the confidence and trust of others through honesty, integrity and authenticity. Excellent organizational skills and attention to detail. Situational adaptability to be able to adapt approach and demeanor in real time to match the shifting demands of different situations. Excellent management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to be proactive, to anticipate and provide alternatives and options to internal customers. Skilled conflict management with the ability to read situations quickly, exercise focus and active listening, and settle disputes equitably. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Drives engagement by creating a climate where people are motivated to do their best to help the organization achieve its objectives. Optimizes talent through attracting top talent, building effective teams, developing talent and valuing differences. Plans and prioritizes work to meet commitments aligned with organizational goals. 10% travel required Job Qualifications Bachelor's or Master's degree in a field related to Human Resources Management, organizational studies, or business management/administration. SHRM Certified Professional (SHRM-CP), SHRM Senior Certified Professional (SHRM-SCP), Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR) credential or ability to obtain certification within one year of employment. 8 years of HR generalist experience, resolving complex employee relations issues in a dynamic environment, such as manufacturing; previous experience with multi-site, and/or international sites strongly desired Working knowledge of multiple HR disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws. Experience with Canada employment law, strongly desired. Experience interfacing with senior business leaders and the ability to work both independently and collaboratively Strong comfort with technology tools such as HRIS, LMS and skilled in MS Office Suite (Excel, Outlook, PowerPoint, Word) Familiarity with HRIS systems, preferably SAP SuccessFactors
