Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner is a strategic position, vital for contributing to the excellence of the Gleason Cutting Tools Corporation. Through this role you will be responsible for managing and facilitating HR-related functions to drive a positive business culture and support operations through high-quality employee experiences. This role serves as a key consultant to the Leadership Team in Human Resources related matters.

Responsible for employee relations, performance management, talent management, compensation, onboarding, policy implementation, recruitment, immigration, employment law compliance and coordination of the Gleason Business Principles training.

Employee Relations:

• Develop and administer personnel policies and procedures
• Provide counsel and support to leaders in addressing job performance and workplace behavior, employee coaching and counseling, goal setting, performance appraisals, employee development, and mediating difficult conversations
• Facilitate employee and supervisor conferences to resolve interpersonal issues, address performance deficiencies and deliver Performance Improvement Plans
• Ensure uniform and equitable application of the corrective action/disciplinary process
• Conduct thorough investigations into policy violations, employee complaints, harassment allegations and civil right complaints
• Make recommendations for corrective action based on investigation outcome and company policy including employment actions such as suspension or termination
• Represent the Company in legal proceedings related to Unemployment Insurance claims, EEOC or Division of Human Rights claims
• Collaborate with HR Director and internal/external legal counsel during Reduction in Force activities
• Manages disability programs and associated leaves such as, FMLA, Short-term disability and the required interactive process. Professionally handles requests for Reasonable Accommodations as needed.
• Administers Workers' Compensation program, working closely with Corp. Risk Management, along with local HR support at other US locations.
• Recommend new approaches, policies and procedures to effect continual improvements in efficiency of the department and services performed

Maintain compliance with federal and state regulations concerning employment

Perform other related duties as required and assigned

Performance Management / Talent Management / Employee Development:

• Facilitate the annual employee performance management process utilizing the HCM Development Plan feature
• Implement formal development plans using the Talent Management Workbook
• Coach leaders in the HCM Review Cycle feature to effectively communication performance expectations and develop realistic goals and metrics
• Administer Talent assessments, high-potential selection, and succession planning in accordance with the Gleason Talent Management process
• Plan, develop and facilitate supervisor training
• Coordinate selection, promotion and placement of intra-company personnel via job posting system
• Responsible for the Talent Management Index and guiding organizational progress toward demonstrating improvements in skill gaps

Compensation:

• Conduct internal and external salary analysis and evaluate effectiveness of compensation programs and recommend changes to ensure the company remains competitive and compliant with wage and hour regulations.
• Facilitate the annual HCM Compensation Cycle, working closely with the US HR team to ensure GCTC aligned with the company when utilizing the merit planning worksheets, approval process and posting approved salary increases directly to payroll
• Utilize salary planning tools and practices, job evaluation techniques, and market salary trends and conduct salary analysis for to ensure pay grades are appropriate and that job offers, promotions and demotions are appropriate.
• Lead the development of job descriptions
• Ensure compliance with federal, state, and local compensation laws and regulations

Recruitment/Onboarding/Immigration:

• Facilities Recruitment for exempt and non-exempt positions:
• Manage the HCM Recruiting feature for job requisitions, and internal/external job postings, facilitate candidate communication and feedback, coordinate interviews, and negotiate offers of employment
• Establish relationships with outside recruitment firms, negotiate fees agreements, and manage candidate referral process
• Develop sources for recruitment based on need
• Manage and maintain relationships with talent pipelines (Rock Valley College, Local High Schools, etc)
• Analyze staffing needs, turnover trends, and other personnel statistics
• Coordinate temporary employment program, when appropriate.
• Facilitate the relocation process for new and transferring employees
• Responsible for immigration / work authorization issues for foreign employees (Temporary Visas and Permanent Residence) with the help of legal counsel.

Data Management / Reporting Compliance:

• Manages HR scheduled and ad-hoc reporting for HR and Leadership Team
• Ensures HCM data accuracy for…