Hr Business Partner 2

Imagine...working for a company that knows that its people are the key to its success in the marketplace. A company in which achieving extraordinary results and having a stimulating work experience are part of the same process.

We cultivate and embrace a diverse employee population. We recognize that people with diverse backgrounds, experiences and perspectives fuel our growth and enrich our global culture.

We are looking for an individual who enjoys working in a fast-paced, team oriented environment, likes to be challenged, and values the opportunity to make a difference.

Job Summary

The HR Business Partner 2 is responsible for leading the human resources function supporting a medium to large location.  Has responsibility for workforce planning and talent management, employee relations, wage and salary administration, training and development, safety and health, benefits, and employee services for assigned Business Partners.

Essential Job Duties

• Acts as strategic lead to the business and leads people discussions to ensure we have the right size organization with the right people in the right roles. 
• Coordinates and communicates site human resources initiatives with corporate HR partners to ensure alignment with HR strategy.  Manages and implements a variety of corporate Human Resources strategies at the respective location and, balancing Business Partner and corporate HR initiatives.  Provides appropriate communications and promotes employee understanding of programs, policies, and objectives.
• Participates as an active member of functional leadership teams and the HR team.  Understands business drivers and connects people objectives to Business Partner objectives. 
• Drives change initiatives and effectively manage change through appropriate techniques.  Coaches leaders on all people and change management initiatives. 
• Implements and executes effective communications to support company strategic plan/objectives, company values, etc.  Fully engages Leadership in understanding HR initiatives, policies, procedures and processes.
• Knows/understands talent at all levels and recommends and implements succession and development strategies, in partnership with OD.  Helps develop leaders by providing coaching and feedback regularly. 
• Partners with OD and Training to conduct management training in interviewing, hiring, terminations, promotions, performance review, safety, and harassment.  Partners with plant leadership and corporate training and organizational development to proactively identify additional leadership training opportunities.  Implements training solutions as appropriate. 
• With leaders, drives efforts to increase engagement of our associates to ensure a positive work environment.  Proactively works with leaders and associates to identify and resolve areas of concern with work environment, culture, etc.  Identifies opportunities to implement Positive Associate Relations training and tools. 
• Ensures legal compliance with various governmental laws and regulations covering areas such as OSHA, EEOC, FMLA, safety, employment, wage and hour, workers’ compensation, etc.  Maintains awareness and knowledge of HR laws and company policies and procedures.  Remains current on federal, state, case law changes, pending and legislative labor law initiatives, and monitors labor law updates for changes that affect HR. 
• Leads workforce planning conversations with leaders.  Consults with management to prepare recruitment projections and staffing budgets. 
• Manages and executes local recruitment strategy and job placement for all levels of employment including regular and temporary labor; internal and external candidates as needed.  In conjunction with Business Partner leadership, develops and implements hourly recruiting strategy.  Partners with corporate talent acquisition for open positions.  Recruits for positions as needed. Manages new hire orientation, on-boarding and training programs for all new employees (including leadership new hires). 
• May manage department records and reports such as applicant tracking system, data on recruitment activities, applicant flow, interviews, hires, transfers, promotions, and terminations.  Ensures all employee files are maintained properly and in accordance with all federal, state, local and company regulations. 
• Administers employee benefits programs, performance review program, salary administration, safety program, etc.  Supports and coordinates management training on program effectiveness, compliance and equity, as well as provides regular coaching to leaders.  Maintains appropriate records.
• Investigates accidents and prepares reports for carrier (with Safety Manager if applicable).  Coordinates plant safety committees and initiatives.  (This may be a secondary responsibility if a location has Safety Manager). 
• Partners with Benefits team to implement health and financial wellness strategies to support all associates. 
• Represents company to local community through associate engagement in local community events, participating in local events as needed and creating product and employment brand awareness. 
• Responds to and resolves employee complaints and requests by government agencies as required.  Investigates serious conduct and compliance issues with assistance of HR Director and Legal. Represents Company at hearings.  Advises management. 
• Manages HR budget to little/no variance; makes strategic financial decisions to best support business needs and support employee relations efforts. 
• May perform other duties as required.

Scope of Responsibility

• Works in alignment with Site director/manager of plant, corporate HR functions on executing organizational initiatives; works independently on tactical execution, privy to confidential information including site-specific strategies and objectives.  Responsible for managing HR budget.  Up to (5) HR associates supervised.  Provides HR support for medium to large sized location (typically 300-650 associates).

Knowledge and Skill Requirements

• Ability to lead strategic conversations.
• Strong business acumen.
• Ability to build trust, influence others in a positive manner, develop meaningful relationships with all levels of associates and leaders; delegate to and develop others.
• Ability to read, analyze and interpret common scientific and technical journals.  Ability to respond to common inquiries and complaints.  Ability to effectively communicate both verbally and written. 
• Ability to define problems, collect and analyze data, establish facts, and draw valid conclusions.  Uses intuition and experience to compliment data.  Ability to exercise discretion while managing confidential information.  Proactively identifies solutions and strategies. 

Knowledge of Word Processing software, Spreadsheet software, and Internet software.  Knowledge of Applicant tracking system and Talent Management system a plus.

Education and Experience

• Bachelor's degree (Master’s degree preferred) and a minimum of 5 years of HR experience and/or training; or equivalent combination of education and experience.

Professional Licenses or Certifications

• PHR certification desired, but not required

Physical Demands

• The employee must occasionally lift and/or move up to 10 pounds.  Specific vision abilities required by this job include close vision.  While performing the duties of this job, the employee is regularly required to sit, talk or hear, and use hands to finger, handle, or feel.  The employee is occasionally required to stand, walk, and stoop or kneel.

Work Environment

• Office environment; noise level is usually quiet.  Regular need to enter manufacturing/production floor.

Travel Required

• Minimal travel, typically attend HR/company meetings.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

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The Company is committed to providing equal opportunity for employees and applicants in all aspects of the employment relationship, without regard to race, color, sex, sexual orientation, gender identity, national origin, citizenship, marital status, veteran status, disability, age, religion or any other classification protected by law.

In that regard, U.S. applicants and employees are protected from discrimination based on certain categories protected by Federal law. Click here for additional information.