Careers

Requirements

Skills and abilities:

• Conducts weekly meetings with respective business units.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops employment terms for new hires, promotions and transfers.
• Provides guidance and input on business unit restructures, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Provide personnel policy and procedure guidance to employees and management.
• Maintain up-to-date knowledge of federal and state employment law and compliance requirements.
• Coordinate open enrollments, changes, and training for employee benefits programs.
• Create and distribute internal communications regarding status changes, benefits, or company policies.
• Administer new employee on-boarding and orientation.
• Develop effective recruitment strategies.
• Maintain employee personnel records.

Education and Experience 

• Bachelor’s degree in Human Resources, Business Administration, or equivalent progressive experience 
• At least five years of human resource management experience.
• SHRM-CP or SHRM-SCP a plus.
• Collective Bargaining Unit experience
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS systems.

Competencies 

• Communication: Strong communication skills are a requirement as a Human Resource Business Partner. The HR Business Partner will communicate with all levels of the company. In addition to understanding the needs management expresses, the HR Business Partner must also be able to convey those needs to other employees. Verbal, nonverbal and written communication skills are all important in this role.
• Project management: HR Business Partners are often in charge of projects. Strong project management skills like organization and time management will assist the HR business partner in effectively leading the project toward completion.
• Problem-solving: HR Business Partners often have to solve problems across the organization, whether that problem is declining sales, high turnover rates or ineffective business practices. It is the role of the HR Business Partner to identify the problem and then to collaborate across the organization to come up with a solutions that solve business problems.
• Leadership: Strong leadership skills will assist the HR Business Partner in uncovering and understanding business needs, determining the options for overcoming business challenges and conveying those to the team for planning and solutions that will meet the overall objectives of the company.