Human Resources Business Partner

The Opportunity:

This position is a strategic role performing a broad range of (HR) talent-related duties while providing day-to-day talent support for assigned geographies/business groups. This position will work closely with the Regional CEO, COO, Market Presidents, and their direct reports to facilitate their goals and any people related strategies. This position will be the initial point of contact for frontline leaders and employees providing consultation and guidance and interpretation of employment-related policies and practices.

The role will be responsible for supporting organizational growth, development, staffing, and succession management utilizing Workday people management tools and analytics. This individual should be located in the Toledo, OH  This Role You Will Execute On:

Talent Management/Organizational Design:

Design and implement talent/succession management processes. This includes managing the talent pipeline: sourcing, selection, and succession planning and leader development.

Works closely with leadership to design effective organizational structures reviewing staffing needs, processes and supports the associated changes, including communication plans to affected groups

Provides people-analytic support to leaders as needed for various people processes (e.g. HR metrics and analysis) utilizing Workday tools, dashboards and analytics.

Strategic Staffing:

Working with the Regional CEO, COO, this position will use quality techniques to ensure a continuous pipeline of talent at all levels.

Supports workforce planning working closely with the leadership team and talent acquisition to ensure the forecasts and talent pipeline needs are aligned with budgets

Work closely with the Talent Acquisition team and Hiring Manager with hiring processes. Responsible for ensuring leaders are demonstrating strong interview skills, provides coaching and support throughout the process as necessary. Participate in interviews where support is needed. Manages the debriefing process to ensure Hylant is hiring top notch candidates who are strong matches to the role and company culture.

Analyze turnover trends and identifies improvements for retention of employees.

Organizational Development:

Strong understanding of the development needs for the groups supported.

Identifies top and emerging talent of the organization and ensures action plans in place

Provide input into the Corporate Learning function for training needs of respective groups

Provide leadership and direction to ensure that programs are aligned with the talent model and integrated at all levels.

Responsible for developing and enhancing tools for leader selection, assessment, development and deployment in collaboration with the Regional CEO, COO and Market Presidents.

Performance Management:

Provide management support for new hire orientation, mentor programs, goal setting, training and development to enhance career advancement, ensure current core competencies and development of future skills. This includes continuous improvement of the performance management system.

Employee Relations:

Includes monitoring and management of employee concerns, investigations, morale and team building. Supports day-to-day communication of Company information.

Heavily involved in Employee Engagement Surveys. Analyzes, understands and shares reports with leaders to identify strengths and areas of improvement. Ensures follow through on identified changes needed.

Provide support and consultation to managers on day-to-day employee issues, including employee counseling and conflict resolution.

Heavily involved in employee recognition. This would include oversight of team building functions such as:
Company picnic, Best At What We Do (BAWWD) recognition and Service Awards.

Exit Management:

Administer and process employee terminations and retirements, including documentation, conducting exit interviews, and supporting legal proceedings arising from termination and retirement.

Use exit interviews to analyze areas for improvement in the Talent Management processes.

Professional Development:

Participation in appropriate professional organizations such as SHRMAttend relevant conferences and seminars to maintain state-of-the-art practices as deemed appropriate from time to time by the Chief Human Resources Officer.

Perform other duties and special projects as requested. (

Note:

This role requires a lot of flexibility and adaptability to take on different assignments in a fast-paced environment).In This Role You Will Need:

Bachelor’s degree, or equivalent work experience obtained by employment in Human Resources or similar position is required

An advanced degree in relevant field such as MBA, Masters in Human Resources, or Masters in Organizational Development is a plusA minimum of five years, (8-10 plus years preferred), of organizational development and talent management experience in a similarly-sized, complex organization

Proven experience as a Human Resources leader with direct accountability for developing…