Human Resources Business Partner

HRBP Position

HRBP adopts and assists with implementation of the plant's human resource strategy so that the plant attracts, hires, manages, develops and retains the employees it needs to achieve its current and future business objectives.

The HRBP will do the following:

• Direct corporate and plant human resource (HR) programs to ensure the organization's current and future HR requirements are met.
• Liaise with members of the plant's leadership team to develop and implement local HR strategies that are consistent with the plant's overall market strategy.
• Evaluate, plan, and execute the plant's future workforce needs in order to recommend changes to the HR strategy and adapt existing HR programs to meet these needs.
• Ensure the HR strategy is implemented effectively, within budgets, and complies with all regulations, laws and employment standards.
• Formulate partnerships across the HR function to deliver value-added service to leadership and employees that reflects the market objectives of the organization.

Essential Responsibilities:

• Serves as a consultant to management leadership on human resource related issues.
• Acts as an employee champion, advocate and change agent.
• Communicating needs proactively with the Corporate HR department and business management, the HRBP seeks to develop integrated solutions.
• The role assesses and anticipates HR-related needs.
• Consults with line management, providing HR guidance when appropriate. Interacts regularly with production area employees.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with HR Corporate as needed/required.
• Provides day-to-day performance management guidance to all levels of the plant's leadership (e.g., coaching, counselling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, culture, build morale, and increase productivity and retention.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Drives regular (weekly/monthly) communication meetings at remote locations.
• Take on project leadership for WI's wide HR initiatives.
• Provides HR policy guidance and interpretation.
• Develops, promote and coordinate a variety of employee communication programs and processes that keep staff informed and creates a two-way dialogue at all levels of the plant.
• Conduct routine salary administration tasks, providing advice to manager on employee salaries.
• Support annual compensation planning system activities, as needed.
• Manage and monitor location compensation program to be consistently and fairly applied and administered, based on Web's total compensation philosophy.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Work with the local and corporate management to assist in confidential research, conflict resolution, harassment complaints and related investigations, employee meetings, and other areas as needed.
• Facilitates leadership interaction with employees.
• Supports the local Employee Ownership Team (EOT) committee and ensures employee training is conducted regarding ESOP Awareness.
• Advocate and partner of local EOT to support NCEO survey employee participation.
• Participates in career development issues, discussing career paths with managers and recommending candidates for promotion, in connection with workforce planning and individual development plans.
• Help develop, modify and present training programs with the corporate training manager.
• Identifies training needs for business unit and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success and are in line with corporate training guidelines. Follows up to ensure training objectives are met.
• Serve in various roles, from instructor and facilitator to implementation team member, for local employee development programs, including annual training that may be required by law.
• Make decisions on sourcing, hiring and job content for all non-leadership positions.
• Develops employment terms for new hires, promotions and transfers within Web guidelines.
• Manages regular and temporary employee hiring and staffing needs.
• Establishes relationships with local universities, technical school as a feeder for sourcing potential and future new hires.
• Analyzes trends and metrics in partnership with the HR Corporate group to develop…