HR Business Partner - HRIS

Position: HR Business Partner - HRIS and Compensation (23507)

Fremont 0NK54 - Fremont, CA 94539 Overview Salary Range: $90,000.00 - $ Salary/year Position Type:
Full Time Education Level: 4 Year Degree

Travel Percentage :
Negligible Category:
Manufacturing Description

NEO Tech is a leading electronics manufacturing services (EMS) company with over 40 years of experience in delivering high-quality, complex products. We specialize in serving the medical, defense/aerospace, industrial, and energy markets. Our commitment to excellence is reflected in our full product lifecycle engineering services and our industry-specific certifications.

This is an onsite job and will be based in the Fremont, CA location. The HR Business Partner will support the Fremont manufacturing site and also support 2 additional manufacturing sites in the US:
Carlsbad, CA and Westborough, MA.

Must be available for 50% travel.

The salary range is $90k - 100k. Wage to be determined by the experience, knowledge, skills and abilities of the candidate, and alignment with market data.

To learn more about NEOTech please visit:

SUMMARY

Acts as the Human Resources leader for assigned areas/facilities. Responsible for the administration of hiring, retention, termination, personnel records, legal compliance, compensation, benefits and staffing strategies for assigned facilities. Responsible for ensuring policy awareness and legal compliance are adhered to, appropriately handle employee relations issues for client group, and assist in implementing and driving company initiatives. Acts as a liaison between employees and management and promotes positive and open culture consistent with the NEOTech values.

Assists in creation and delivery of employee training, development, and engagement activities. The HRBP will also work on special projects. Experience in compensation and HRIS system is required.

ESSENTIAL JOB ELEMENTS HR Administration, Benefits, Compliance & Employee Relations

• Actively promotes NEOTech culture and values throughout the organization.
• Proactively keeps abreast of changes in state and federal laws and regulations. Ensure that information is promptly shared with HR team and disseminated as appropriate to management, locations, and employees.
• Acts as a liaison between employees and management; keeps management informed of employee issues and concerns.
• Mentors and counsels management on employee relations and performance related issues; ensures that policies are applied fairly and consistently.
• Promptly addresses employee benefits questions and concerns.
• Advises and counsels employees and managers on all Human Resources policies.
• Maintains positive relationships and morale with employees through a supportive company culture.
• Assist employees with benefit questions and conducts open enrollment activities as necessary.

Training and Organizational Development

• Oversee the Annual Review and Goal setting process for assigned areas/facilities.
• Works with managers to help develop SMART goals which further employee development and strengthen the organization.
• Helps drive and monitor organizational development activities for assigned areas/facilities.
• Works with managers to identify strengths and weaknesses in their departments and provides guidance and suggestions.
• Works with the Head of HR to develop training programs and succession plans to increase skill level of current staff and promote from within.
• Conducts training on Human Resources, Leadership Development and other management training.

Research and Analysis

• Actively improve and automate processes, suggest improvements, learn new modules / enhancements, train managers and employees on Paycom HRIS.

Recruitment & New Hire Activities

• Works with VP HR to establish recruiting and retention strategy to achieve and maintain the appropriate level of skilled employees to meet the needs for assigned locations/areas. Work with hiring managers in the creation of a recruiting and interviewing plan for each open position.
• Efficiently and effectively fill open positions.
• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
• Develop a pool of qualified candidates in advance of need & build networks to find qualified…