HR Business Partner

At IEM, we’re not just building innovative electrical distribution systems, we’re shaping the future. IEM is dedicated to delivering world-class solutions for complex power needs. After 75 years, we continue to push the boundaries of what’s possible. Whether you’re an experienced professional or just starting out, you’ll have the opportunity to contribute, grow, and make a lasting impact on industries that power the world’s most dynamic markets.

Location: US Remote

Reports To: Director, Human Resources Operations

Salary Range: $120,000-$150,000

The HR Business Partner (HRBP) position acts as a liaison between the core functions of Human Resources (HR) and specific business units within the company. This provides leadership, consultation and support to employees and leaders at all levels within the business unit to maximize organizational capability, create an excellent employee experience and cultivate our culture. This role involves aligning HR strategies with business goals, providing guidance on HR policies, and supporting the business unit in various HR-related matters.

The HRBP serves as point of contact for all members of specific business units. The HR Business Partner cultivates collaborative partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. The HRBP maintains an effective level of business literacy across the business.

• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations.
• Serve as escalation point for complex HR inquiries or issues that cannot be resolved through standard procedures, coordinating with site HR Managers, Director or VP to address escalated issues and ensure timely resolution.
• HR support and handling various routine HR tasks and transactions, including but not limited to, preparation of offer letters, response to employee inquiries with benefits and payroll inquiries and issues; provision of assistance to managers and employees in performance management (including facilitating and tracking the annual performance process); guidance on interpretation of HR policies and procedures, offering advice and clarification; and other transactional HR activities.
• Delivery of timely and accurate HR services, support and assistance to employees, managers, and other stakeholders in assigned departments.
• Collaborate closely with business unit leaders and managers to understand their organization’s goals, challenges, and workforce needs. Serve as a consultant and advisor, providing HR expertise and guidance on various strategic initiatives and decisions.
• Build credibility and trust within the workforce and leaders while navigating complex business relationships. Leverage those relationships to diagnose and coach leaders on team, organization, and their own effectiveness.
• Use understanding of business, company, and department goals to identify needs, opportunities, solutions, and risks relating to human resources programs and services, workforce productivity, retention, employee engagement, organizational design, performance and talent management.
• Proactively assess team, manager and organizational needs to make recommendations and lead/support the implementation of appropriate solutions with a high degree of focus on scale and growth.
• Analyze and interpret workforce data to identify emerging needs, potential risks, and overarching trends. Effectively communicate insights to business leaders and HR senior leadership, offering strategic recommendations grounded in a nuanced understanding of the business landscape.
• Provides day-to-day performance management guidance for line management (e.g.,…