Human Resources Business Partner

• Serve as a change agent, actively driving organizational change and continuous improvement (CI) efforts in conjunction with the Organizational Development (OD) team
• Demonstrates thorough understanding of business/operational issues and opportunities within the assigned client group(s) and assesses the potential impact on employees. Actively participates in meetings, activities, initiatives and projects within the assigned client group(s) to further promote level of business acumen. Develops a comprehensive understanding of the company’s overall business operations
• Partners with leadership team to effectively facilitate, administer and execute established performance management processes such as, 1:1s, coaching discussions, performance development or improvement plans and formal performance reviews.
• Review and recommend proactive changes in an effort to attract, motivate and retain a qualified workforce. Partners with staffing and leadership team to develop and manage a strategic recruiting plan that aligns with operational needs. Serves as a participant and advisor in key selection decisions as needed.
• Partners with other HR functions and assigned leadership team(s) to develop and disseminate departmental or companywide communications effectively at all levels of the organization.
• Leads assigned HR projects. May recruit cross-functional teams of internal stakeholders and develop processes, procedures or systems for use within departments or company-wide.
• Partners with management throughout the grievance process by reviewing grievances and offering recommendations for resolution. Serves as the subject matter expert in interpreting and applying the labor contracts. May consult with leadership to develop collective bargaining strategies. Facilitates effective working relationships with employee committee.
• Consults with leadership on complex labor and employee relations issues. Assist management at a strategic and tactical level to resolve issues and develop solutions. Functions as the onsite resource for HR laws, regulations, developments and their application within the facility and develops, recommends, and implements appropriate policies.
• Bachelors Degree in Human Resources or related field required;
• Masters preferred HR Certification preferred (PHR/SPHR)
• Minimum 7 years of progressive HR experience (3 – 5 years in a Generalist role preferred)
• HR experience in a manufacturing/production environment preferred
• Knowledge – Strong understanding and application of federal, state and local employment laws with the ability to communicate them effectively to internal stakeholders.
• Practical experience in multiple areas of HR, including, but not limited to, labor/employee relations, performance management, compensation, training and development, recruiting, benefits and communications.
• Demonstrated success working an HR function for a designated location or multiple facilities
• Fundamental level of business acumen; general knowledge of how the overall business and assigned client group functions
• Skills – Strong interpersonal and communication skills (written and verbal)
• Demonstrated facilitation/presentation skills
• Demonstrated conflict resolution skills
• Effective problem-solving and decision-making skills
• Good analytical skills
• Collaboration and negotiation skills
• Proficient in MS Office (Word, Outlook, Excel, PowerPoint)
• Abilities – Able to influence, persuade and coach at all levels of the organization
• Able to diagnose problems and identify and drive appropriate solutions
• Able to think and plan strategically and tactically
• Able to plan, organize, analyze and establish priorities to achieve results
• Able to work well under pressure as a self-starter, handling multiple conflicting tasks
• Able to cultivate and develop effective business relationships and work successfully across a variety of departments and levels