Job Description

As a strategic partner, the HR Business Partner aligns business objectives with employees and management in designated area. The HR Business Partner serves as a consultant to management on Human Resource related issues, acting as a business performance consultant and change agent; HR Business Partner assesses and anticipates HR-related needs. Communicating needs proactively with our HR Centers of Excellence (COEs) and business leadership, the HR Business Partner seeks to develop integrated solutions. The HR Business Partner formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. The HR Business Partner maintains an effective level of business literacy about the Company’s and assigned area’s performance, mid-range points, its culture, and its competition.

Job Responsibilities

• Serves as a business partner and performance consultant within area and base management providing strategic human resources leadership to drive the successful execution of business strategies to optimize talent, structure, process, and culture
• Anticipates people related matters and consults with management and provides solutions by partnering with leaders to institute practices that proactively minimize people related matters and drive company performance
• Identifies opportunities and risks by analyzing trends and metrics and partners with Operations leadership to develop solutions, programs, and policies to address business issues
• Provides support and coaching for local management on people management and development
• Works with local management on on-boarding (induction plans)
• Collaborates with regional and area leadership teams to facilitate change management process as needed, including restructuring activity
• Collaborates and consults with management on complex employee relations matters by conducting effective, thorough, and objective investigations and providing solutions in accordance with Company guidelines and practices
• Partners with centralized talent acquisition group to forecast recruiting needs and ensures HR is fulfilling business needs
• Works with local management to increase employee brand presence in local markets (promote job fairs, industry events, local trade schools, etc.) to increase company exposure and talent pipeline
• Collaborates and partners with HR COEs to drive positive change within the organization
• Drives annual performance review process and works with local management to develop resulting actions
• Conducts routine audits to ensure compliance with Human Resources policies related to employee/labor relations, wage and salary administration, employment, benefits administration, EEO/Affirmative Action, training, and workman’s compensation
• Promotes affirmative action and diversity initiatives by building a diverse workforce and educating others on the value of diversity in the workplace
• Assists in the development and implementation of Human Resources policies and procedures to meet organizational needs and comply with federal and state laws
• Provides or oversees training to employees, management, and Human Resources representatives on Human Resources programs
• Represents organization at personnel related hearings, investigations, and audits
• May represent management in negotiating collective bargaining agreements
• Liaises with Union representatives/officials regarding individual cases
• Supports on all HR elements on mergers and acquisitions activity within the business
• Ensures that the business is and remains compliant with local employment law
• Provides local legal expertise for the business
• Provides updates for the business on forthcoming legal changes
• Effectively partners with all aspects of HR team including identifying opportunities to improve employee and manager (customer) experience and championing internal change and proactively driving our “territorial” behavior within HR team to help drive work-flow to a place that best fulfills the needs of the business
• Develops, maintains, and distributes Company policies, procedures, and templates ensuring all are tailored for the business as appropriate
• Maintains trackers updating of various HR activities includin
• Job Qualifications
• Bachelor’s degree in Human Resources or related field. Eight (8) years of progressive Human Resources related experience. Reasoning and problem-solving skills. Effective consulting skills. Excellent client management and business literacy skills. Experience leading or facilitating change management initiatives. Strong conflict management, interpersonal, and negotiation skills. Excellent verbal and written communication skills. Ability to develop strong, trusting relationships in order to gain support and achieve results. Ability to manage multiple locations and multiple conflicting priorities. Ability to understand issues and communicate effectively with clients. Be flexible and available to interact with employees at all levels. Be self-directed and motivated. Ability to take initiative to identify and anticipate client needs and make recommendations for implementation. Proficient with Microsoft Office products, Payroll, and Human Resources systems.