HR Business Partner

The HR Business Partner will be accountable for the execution and delivery of HR services to include but not limited to talent and employee relations, compensation planning, training initiatives, organizational development, change management, policy development and compliance, and special projects in support of company initiatives. As a HR Business Partner, you will take part in the business planning process for each department and determine how HR can support it. The HR Business Partner will contribute to the respective business plan by staffing levels, training, or performance metrics that enhances organizational development and change to enable a high-performance culture.

This position requires initiative to understand the business/operations in order to develop and recommend integrated solutions as it pertains to employee relations, policies, procedures and guidelines. Provides sound guidance, advice and recommendations, including helping business partners think through a range of options. Balancing the role of employee champion and change agent is critical to the success in this position. Ensures consideration is made for the downstream implications of decisions as they relate to pertinent employment law, our corporate policies or our culture is expected.

Summary of Responsibilities:

• Provide relevant and effective advice, counseling, and coaching by collaborating and developing a trusted partnership with management on human resources-related issues.
• Leverage employee relations knowledge to ensure HR services are compliant with laws, regulations, and corporate policies.
• Implement HR strategies, policies, and practices.
• Provide day-to-day guidance for management on coaching, counseling, career development/plans, performance improvement plans and corrective action. Work closely with management and employees to enhance working relationships, build morale, increase productivity and retention.
• Collaborate with departmental heads to formulate business plans.
• Analyze business data and metrics to identify HR-related opportunities for improvement.
• Advise and recommend to department heads on talent and organizational structure and design matters is critical.
• Guide departmental heads on restructuring, employee allocation, and succession planning.
• Support and drive the performance management, talent review, and salary planning process. Help coach management though the process by reviewing completed performance management documentation and providing feedback. Participate in calibration sessions of performance ratings and salary recommendations to ensure fair and consistent consideration across the facility and organization.
• Conduct effective, thorough, and objective investigations; prepare comprehensive reports, formulate recommendations for remedial action if necessary; maintain and organize all documentation associated with the investigation.
• Ensure consistent and timely management of employee leaves (STD, LTD, Workers Comp, FMLA); strong understanding of reasonable accommodations and the interactive process; prepare and tailor written correspondence as well as maintain all documentation that accompanies the management of the interactive process.
• Deliver training content and conduct focus groups to employees and/or managers in such areas as employee engagement, leadership development, performance management, team building, etc.
• Communicate, facilitate, and champion HR programs and company-wide initiatives such as employee engagement and recognition; provide support for activities relating to employee benefits (e.g., Open Enrollment, Employee Recognition, Wellness, etc.)
• Collaborate with other HR team members and leverage their expertise in delivering and implementing functional initiatives.
• Stay abreast of changing employment laws and best practices in the HR discipline - a proactive learner and openly share learnings among the team.
• Other duties as assigned.

Qualifications:

Experience/Other Requirements

• BA/BS degree required in HR or a related field preferred with a minimum of 4 years as a Human Resources Business Partner; PHR, SPHR, SHRM-CP, or SHRM-SCP certification a plus.
• Working knowledge of multiple human resource disciplines in talent and organization effectiveness including, but not limited to: compensation practices, employee relations, diversity and inclusion, performance mgmt. and talent assessments, organizational design and training and development.
• Prior experience with leading and managing Performance Mgmt. Talent Reviews, Employee Engagement and Leadership Development processes and programs is a must.
• A collaborative, confident and assertive style; ability to proactively build strong trusting relationships and employ influencing strategies to gain support and achieve results and common goals.
• Excellent consulting, conflict management and influence skills. Strong interpersonal and persuasive skills.
• Demonstrated ability and comfort working with leaders at all levels.
• Ability to have difficult conversations, effectively be objective and have meaningful impact in driving the outcomes is essential.
• Excellent judgment to manage sensitive and confidential matters.
• Excellent time management and organization skills. Must have the ability to multi-task and work in a fast-paced. Transformative environment, re-prioritize based on business demands coupled with a strong sense of urgency. Must be flexible and agile to support evolving business needs.
• Impeccable follow-through and attention to detail. Timely and accurate execution of HR responsibilities and compliance activities.
• Is self-directed and motivated. Take initiative to identify and anticipate client needs and proactively make recommendations for implementation.
• Demonstrated experience with HR program design and implementation.
• Proven training and facilitation skills to deliver training effectively and confidently.
• Hands on experience with using HRIS systems; proficiency in PowerPoint and Word and Visio. Deep experience in excel using complex formulas is a must
• Able to work a flexible schedule depending on the needs of the business.