The HR business partner position is responsible for aligning business objectives with employees and management in designated business units.
The position serves as a consultant to management on human resource-related issues.
HR Business Partner acts as an employee champion and change agent.
The role assesses and anticipates HR-related needs communicating needs proactively with HR department and business management,.
HR Business Partner seeks to develop integrated solutions and formulate partnerships across the company to deliver value-added service to management and employees that reflects the business objectives of the organization.
Essential Job Duties and Responsibilities
•Provides the full scope of human resource services to assigned work units/areas, including but not limited to recruitment, employee development, employee relations, compensation & benefits, workforce planning, reward and recognition, and performance management.
Works in a collaborative manner with department leadership to assess workforce needs.
Demonstrates the ability to develop strategies and action plans to address workforce issues.
•Provides consultation to managers on issues involving or related to human resources.
Acts as the primary HR contact for all human resource related needs.
Provides guidance and input on business unit restructures, workforce planning and succession planning.
Demonstrates an understanding of unique needs of assigned departments, and has a collaborative working relationship with the Leader.
Review job descriptions and make recommendations as appropriate.
May attend business unit/department meetings as needed.
•Provides consultation to employees on issues involving or related to human resources.
Provides counsel on issues regarding benefits, policies, and procedures.
Assists in resolving issues before they become major concerns.
Review employee complaints and ensure accurate and timely documentation of concerns or issues.
Facilitates actions to resolve employee issues and escalate them to the appropriate management team if needed.
Conduct department and individual focus surveys as applicable.
Looks for opportunities to connect with business leaders and employees in neutral situations in order to build relationships.
•Screens and interviews applicants to recommend top candidates to managers based on application, experience, interview, references and tests (when applicable).
Plans and executes recruitment activities to increase applicant pool.
In collaboration with Department Leadership, develops strategic action plans.
Identifies and recruits a diverse pool of candidates consistent with the organization's objectives and advises and coaches Leaders as necessary.
Establishes and maintains positive relationships with outside resources to enhance recruitment efforts.
•Is actively involved in the delivery of the new hire onboarding orientation.
•Completes and enters process flows (ie transfers, fte/rate changes, adding work assignments, inactivating work assignments, etc) for partners in their areas of recruitment.
Confirms new hire eligibility for appropriate licensure and education.
Audit and follow up on mandatory education and expired licensure and certifications.
•With the utilization of investigation and status review tools, conducts thorough investigations regarding complaints/allegations, prepares accurate documentation, and recommends appropriate action.
Provides coaching and mentoring with Leadership to optimize performance management.
Demonstrates an understanding of company policy implications as well as general legal issues and how they apply.
•Represents company at unemployment hearings and demonstrates good consistency in prevailing in the cases where we contest and appear in person.
Represents company at EEOC hearings.
Assist in the coordination of information with inside and outside legal counsel.
Demonstrates an understanding of strengths and weaknesses of claims and how best to defend company's interests.
•Demonstrates the ability to contribute to and complete special projects.
Develops and maintains an active role in the Human Resource community of company market area.
Involves other HR staff members and those outside of HR as appropriate.
•Performs other duties and projects as assigned.
These may be based on organizational needs, skill set, and interest.
Qualifications:
Education & Experience:
•Bachelor's degree in Business Administration, Human Resources, or related field required.
5 years minimum HR experience required.
Master's degree preferred Manufacturing experience preferred.
Certification in one of the following is preferred:
•SHRM Certified Professionals (SHRM-CP)
•SHRM Senior Certified Professional (SHRM-SCP)
•Senior Professional in Human Resources (SPHR®) from HR Certification Institute
Professional in Human Resources® (PHR®) from HR Certification Institute