HR Business Partner

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HR Business Partner
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* Position Summary:

** The Human Resources Business Partner is responsible for planning, coordinating, and leading the   strategic and tactical Human Resources activities and aligning business objectives with employees and leadership across   single-site or multiple sites and union/union-free settings. The HR Business Partner maintains an effective level of   business literacy about the plant/facility/complex financial position, midrange plans, the culture, and competition. Serves   as a link between management, corporate staff, and plant/facility employees by handling HR-related questions and   matters;

interpreting and administering policies, procedures, practices, programs, and any related contracts; assisting with   work-related problem resolution; and conducts investigations where applicable. The Human Resources Business Partner   also evaluates and executes standard HR initiatives and program roll outs and is involved with compensation, benefits,   and payroll; employee/labor relations; employee communications, engagement, and recognition; employment; health and   wellness; HRIS, legal compliance; policy adherence;

recruitment and onboarding; training and development, and   workforce planning and staffing administration, etc.
** I. Description of

Essential Job Functions:

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* • Collaborate with General Manager/Business Unit Leader to translate current and future business goals and   develop/implement initiatives and tactics to meet business objectives in alignment with overall human resources   strategies and processes. Partner with General Manager/Business Unit Leader, Corporate HR, and Finance to   manage all labor cost and head count to profit plan targets.

• Advise General Manager/Business Unit Leader and Corporate HR on organizational and employee issues and   recommend needed changes.

• Work closely with leadership and employees to improve work relationships, build morale, and increase productivity   and retention.

• Works directly with department managers to assist them in carrying out their responsibilities on personnel matters   and provide day-to-day performance management guidance (coaching, counseling, career development and   disciplinary actions).

• Develop, define, and/or enhance policies, procedures, practices, and programs. Included in this area but not limited   only to the following would be policies and programs for employee/labor relations, employee handbook, wage and   salary structure, pay policies, performance appraisal programs, sexual harassment, employee benefit programs and   services, employee communications, employee involvement and recognition.

• Manage enforcement and administration of appropriate policies, procedures, practices, and programs to ensure   fairness and consistency, operational improvement, and cost containment for effective management of people   resources in compliance with company policies and applicable legislation.

• Maintain current knowledge and understanding of regulations, industry trends, current practices, new developments,   and applicable laws regarding human resources. Identifies legal requirements and government reporting regulations   affecting Human Resources function while reducing legal risks and ensuring regulatory compliance.
• Acts as primary contact with labor counsel and outside government agencies. Represents the Company in personnel related   hearings and investigations (e.g., unemployment), and worker compensation lawsuits or mediations.

• Lead administration of collective bargaining agreement including grievance handling and negotiations in union   settings.

• Coordinate collaboration with Corporate HR staff for advice and support on general human resource issues,   implementation of human resource activities, policies, and programs, and assistance for HR day-to-day operations   to ensure positive employee relations and good management practices. Work with Corporate HR staff to standardize   workflow, processes, and best practices and administer HR processes and projects concerning:…