Human Resources Business Partner

AUTHORITIES / RESPONSIBILITIES

• Operate as both a strategic and operational Business Partner performing full life cycle human resources support through the planning and execution of HR practices and programs.
• Partner with all management levels to drive business results that optimize talent, structure, process and culture.
• Formulate partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.
• Partner with leadership to create a culture that supports the strategy for business growth.
• Support the development of a work force strategy and collaborate with Talent Acquisition to translate strategy into an executable plan.
• Collaborate with managers to resolve every day issues and develop short and long term HR strategies and solutions designed to achieve optimal departmental performance and organizational effectiveness. Advise and assist managers on performance management.
• Partner and coach managers on effectively engaging employees, addressing and resolving people and employee relations issues.
• Act as a change agent for key business change and as an advocate in the communication of HR changes.
• Use data driven HR business insights to provide solutions and recommendations to management.
• Support and execute the strategic direction of HR, including implementation of high-value added HR processes that support business goals and objectives.
• Assist Senior Management as they work with management to understand their needs so to develop and implement effective policies and programs encompassing all areas of human resources in order to satisfy legal requirements, cost containments, and work environments consistent with Austal’s core values.
• Identify and assess emerging HR trends and advise on the potential impacts on the business.
• Maintain an effective level of business acumen about the business' financial position, plans, culture and competition.
• Conduct Workplace Investigations
• Participate in company-wide programs and initiatives (e.g., salary review, ongoing internal equity, workforce planning, and organizational changes, etc). Support, promote and implement key performance management initiatives including: goal setting, mid-year and annual-review process, promotions, and talent review/succession planning program.

• Bachelors’ degree in Human Resources or related field.
• 5-7 years of experience in Human Resources.
• Strong business acumen and influencing skills.
• Excellent written and verbal communication skills.
• Must have proven experience working as a business partner with a leadership team.
• Experience handling multiple projects simultaneously and working in an environment which requires flexibility.
• Experience delivering effective presentations to a variety of audiences.
• Strong HR Acumen in employment regulations.
• PHR or SPHR certification preferred.

MS Office Suite;
Other Tools as needed

Direct the activities of the team based on the Austal development standards and within approved policies and guidelines.

Make independent decisions as needed in compliance with standards and policies.

All employees.

• Application of best practices and approved standards across the organization as directed by HR Manager.
• Candidates must meet the following employment eligibility guidelines to be considered for employment with Austal USA:
• 18 years of age or older at time of application
• Able to provide proof of US Person Status
• No felony convictions of Theft/Deception or Violent crimes within seven years from disposition date
• No felony convictions of Drug crimes within three years from disposition date
• Willing to submit to a drug screen
• Willing to submit to a background check

Any qualified individual with a disability who is having difficulty in completing an application because of incompatible technology or other disability-related application issues may contact us at the following phone number for assistance: .

Austal’s commitment to equal employment opportunity applies at all levels of employment, in all job titles, including the executive level, and to all employment actions, including but not limited to decisions concerning recruitment, hiring, training, and promotion.