Business Partner, HR

Human Resources Business Partner

The Human Resources Business Partner is responsible for planning, coordinating, and leading 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.

Essential Functions:

• 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.

Education and Experience:

• Bachelor's degree with emphasis in Human Resources, Business Administration, or related field.
• Master's degree in related field and/or Professional certification is a plus.
• Minimum of 5-10 years in either a generalist role or in a succession of assignments in various HR disciplines.
• 5+ years of human resources management or business partner experience within a manufacturing environment.
• Experience managing employee/labor relations for single/multi-site business including demonstrated positive employee relations programs and activities.
• Experience with talent management, including recruitment, performance management, and employee training and development.
• Experience in project management, change management, and conflict management/resolution.
• Ability to learn new systems quickly.
• Advanced/Intermediate skill level with Microsoft Office Suite;
  Word, Excel, and PowerPoint preferred.
• Extensive knowledge and experience with HRIS administration