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Form of workOverview
Elite Line Services is a major single source maintenance solution in the industry with the bandwidth to service all of your equipment maintenance needs. We maintain all original equipment manufacturers for material handling equipment, BHS, PBB, Facilities, GSE and vehicles. Our hybrid programs efficiently cross utilize technicians between equipment types to provide seamless coverage that protects the best interest of our customers. Whether this is getting full warranty value for new parts and systems or applying experienced and specialized technical support for mature equipment needs, ELS has you covered.
#ZR
Responsibilities
POSITION SUMMARY
The Human Resources Business Partner (HRBP) - Employee Relations Team is part of a small "tiger team" of focused ER Human Resources Business Partners supporting over 2000 employees in 170 locations across the United States of America. This role reports directly into the Employee Relations Managers working closely with other team members to manage Employee Relations issues, investigations, identify and deliver findings, and ensure that proper resolution within company, legal and regulatory guidelines is met. In addition to addressing Employee Relations escalations and cases for the company, the Employee Relations Team also visits sites and provides manager and Employee Relations training to better identify and mitigate Employee Relations risks at sites.
The ideal candidate for this position has top-notch Employee Relations management experience working as part of an Employee Relations Team, is familiar with Employee Relations best practices, documentation, finding protocols and working within complex policy, discipline processes and legal environment supporting a highly distributed workforce. This position requires strong communication and interpersonal skills, a demonstrated ability to earn trust across the organization, expertise in deep diving into complex issues and agility to work successfully on a broad spectrum of employee and labor relations issues and business challenges while simultaneously building and leading a team. In addition, this individual has demonstrated knowledge of employee and labor relations and legal risk identification, risk mitigation, and the development and delivery of training on these topics. Experience with California, Colorado, Illinois labor law is required. Must be able to deliver Employee Relations training and coaching to site managers and employees across the account.
This highly visible, high demand, role requires frequent travel to sites across North America to support corporate- wide employee wide investigations (25%-50% based on active case load.)
ESSENTIAL FUNCTIONS
Employee Relations /Investigation Scope
Site Training, Coaching and Mentoring
Qualifications
BASIC QUALIFICATIONS
PREFERRED QUALIFICATIONS
ADDITIONAL SKILLS & ABILIITES:
Computer Skills:
Basic Requirements:
Other Requirements:
Basic Requirements:
PHYSICAL DEMANDS
Lift/Carry
Stand
O (Occasionally)
Walk
O (Occasionally)
Sit
F (Frequently)
Handling / Fingering
F (Frequently)
Reach Outward
F (Frequently))
Reach Above Shoulder
O (Occasionally)
Climb
N (Not Applicable)
Crawl
N (Not Applicable)
Squat or Kneel
O (Occasionally)
Bend
O (Occasionally)
10 lbs or less
O (Occasionally)
11-20 lbs
O (Occasionally)
21-50 lbs
O (Occasionally)
51-100 lbs
N (Not Applicable)
Over 100 lbs
N (Not Applicable)
Push/Pull
12 lbs or less
O (Occasionally)
13-25 lbs
O (Occasionally)
26-40 lbs
O (Occasionally)
41-100 lbs
N (Not Applicable)
N (Not Applicable)
Activity is not applicable to this occupation.
O (Occasionally)
Occupation requires this activity up to 33% of the time (0 - 2.5+ hrs/day)
F (Frequently)
Occupation requires this activity from 33% - 66% of the time (2.5 - 5.5+ hrs/day)
C (Constantly)
Occupation requires this activity more than 66% of the time (5.5+ hrs/day)
Other Physical Requirements:
WORK ENVIRONMENT
Varies between an office environment as well as all areas located in a distribution center. May be around dust, dirt, and noise levels above OSHA minimum requirements. Use of PPE required
The pay range for this position in Colorado is $83,000-$93,000 per year; however, base pay offered may vary depending on job-related knowledge, skills, and experience. In addition to base pay other considerations include a variable incentive plan, and a range of medical, financial, tuition reimbursement, and/or other benefits, dependent on the position offered. This information is provided per the Colorado Equal Pay Act. Base pay information is based on market location. All candidates will be required to complete an application for consideration.
ELS STATEMENT
The Company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the Company reserves the right to change this job description and/or assign tasks for the employee to perform, as the Company may deem appropriate. By signing below, I acknowledge and affirm that I have r...
Elite Line Services is a major single source maintenance solution in the industry with the bandwidth to service all of your equipment maintenance needs. We maintain all original equipment manufacturers for material handling equipment, BHS, PBB, Facilities, GSE and vehicles. Our hybrid programs efficiently cross utilize technicians between equipment types to provide seamless coverage that protects the best interest of our customers. Whether this is getting full warranty value for new parts and systems or applying experienced and specialized technical support for mature equipment needs, ELS has you covered.
#ZR
Responsibilities
POSITION SUMMARY
The Human Resources Business Partner (HRBP) - Employee Relations Team is part of a small "tiger team" of focused ER Human Resources Business Partners supporting over 2000 employees in 170 locations across the United States of America. This role reports directly into the Employee Relations Managers working closely with other team members to manage Employee Relations issues, investigations, identify and deliver findings, and ensure that proper resolution within company, legal and regulatory guidelines is met. In addition to addressing Employee Relations escalations and cases for the company, the Employee Relations Team also visits sites and provides manager and Employee Relations training to better identify and mitigate Employee Relations risks at sites.
The ideal candidate for this position has top-notch Employee Relations management experience working as part of an Employee Relations Team, is familiar with Employee Relations best practices, documentation, finding protocols and working within complex policy, discipline processes and legal environment supporting a highly distributed workforce. This position requires strong communication and interpersonal skills, a demonstrated ability to earn trust across the organization, expertise in deep diving into complex issues and agility to work successfully on a broad spectrum of employee and labor relations issues and business challenges while simultaneously building and leading a team. In addition, this individual has demonstrated knowledge of employee and labor relations and legal risk identification, risk mitigation, and the development and delivery of training on these topics. Experience with California, Colorado, Illinois labor law is required. Must be able to deliver Employee Relations training and coaching to site managers and employees across the account.
This highly visible, high demand, role requires frequent travel to sites across North America to support corporate- wide employee wide investigations (25%-50% based on active case load.)
ESSENTIAL FUNCTIONS
Employee Relations /Investigation Scope
- Working closely with Employee Relations Manager, actively lead investigation process for assigned locations/cases on highly sensitive Human Resources (HR) and Employee Relations (ER) issues, including taking testimony/statements, analyzing data from various internal systems; approving case adjudication; proposing remedial action based on investigation findings; production of thorough investigation documentation
- Determines appropriate approach, interviews appropriate parties in an investigation in review of concerns on matters related to policy or culture concerns/violations and workplace behaviors in alignment with established disciplinary process/policy
- Documents findings maintains appropriate levels of confidentiality and demonstrates leadership to influence direction of initiatives and investigations
- Collaborates with partners across stakeholders to seek counsel from senior peers or managers as needed on proposed strategy weighing complexity, sensitivity, and parties involved
- Works closely with Employee Relations Manager, Human Resources Director and Legal Team on active case management
Site Training, Coaching and Mentoring
- Works closely with Employee Relations Manager to develop site-specific training to address high risk Employee Relations issues
- Delivers site-level Employee Relations, risk identification, risk mitigation and specific policy training as assigned by Employee Relations managers
- Participates in development and delivery of corporate-level policy and Employee Relations training working with Employee Relations manager, Human Resources director, Human Resources manager, legal and training teams
Qualifications
BASIC QUALIFICATIONS
- 10+ years direct Human Resources experience overall
- 5+ years in role with specific additional demonstrated scope in employee/labor relations, investigative, or employment law experience, and demonstrated passion for Employee Relations, labor relations, investigations, or labor/employment law with an emphasis on labor and Employee Relations work. Must have California, Colorado, and Illinois exposure
- Proficient understanding of federal and state employment and labor laws - specific experience with California law is required. Additional direct experience with Colorado and Illinois is preferred.
- 3+ years of conducting investigative fieldwork, including complainant, witness, and target employee interviews, investigative data analysis, and production of investigative documentation, finding reports, recommend action in alignment with discipline policies, and working with legal, leadership and field teams to implement approved recommendations
- Prior experience supporting hourly employee employees at complex, distributed, sites with 1,500 or more employees
- Technically proficient in Microsoft Office Suite systems including, but not limited to, Word, Excel, and PowerPoint
- Bachelor's degree in Human Resources, Employee Relations, law or other, related, field is required
- Ability to travel up to 25%-50% across locations within the United States to support Employee Relations investigations and delivery of Employee Relations training programs
PREFERRED QUALIFICATIONS
- Experience in manufacturing/construction/distributed field service or aftermarket environment
- Experience in both unionized and non-union environments
- Experience in conducting investigations both virtually and on location
- Experience in conducting complex HR investigations with hourly and exempt employees
- Strong evidence of career development and/or evidence of superior performance in previous roles
- Spanish language fluency
ADDITIONAL SKILLS & ABILIITES:
- Business Acumen.
- Communication.
- Consultation.
- Ethical Practice.
- Global & Cultural Awareness.
- HR Expertise.
- Relationship Management.
- Coaching and mentoring
- Leadership & Navigation
Computer Skills:
Basic Requirements:
- Proficient in MS Office, HRIS and Timekeeping software
Other Requirements:
Basic Requirements:
- Must be able to read, write, speak and understand English.
- Must be able to comply with the ELS Drug and Alcohol policy
- Must be committed to working safely while accomplishing all tasks and promoting a safe work environment at all times.
- Ability to effectively respond to a matrix reporting structure and add value where appropriate
- Advanced knowledge of clerical procedures and systems such as word processing, managing files and records, designing forms as it pertains to HR functions
- Superior team-working, interpersonal, and communication skills, both written and verbal, and the ability to work effectively with both employees and managers
- Ability to give full attention to what other people are saying, understand the points being made, ask appropriate questions, and not interrupt at inappropriate times
- Ability to use logic and reasoning to identify the strengths and weaknesses of alternative approaches or solutions to problems
- Ability to understand emotional reactions of others
- Ability to effectively manage one's own time in a state of continuous flux. Requires exceptional project management and organization skills
- Must convey a positive and professional image to applicants and employees
- Ability to manage multiple projects and frequent priority shifts
- Must be able to think outside the box, demonstrate initiative and follow-through
- Extremely organized, accurate, and highly detail-oriented
- Self-starter focused on accomplishing goals
- Maintain a high degree of confidentiality
- Prolonged periods of sitting and a lot of time keyboarding and looking at a monitor
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment
PHYSICAL DEMANDS
Lift/Carry
Stand
O (Occasionally)
Walk
O (Occasionally)
Sit
F (Frequently)
Handling / Fingering
F (Frequently)
Reach Outward
F (Frequently))
Reach Above Shoulder
O (Occasionally)
Climb
N (Not Applicable)
Crawl
N (Not Applicable)
Squat or Kneel
O (Occasionally)
Bend
O (Occasionally)
10 lbs or less
O (Occasionally)
11-20 lbs
O (Occasionally)
21-50 lbs
O (Occasionally)
51-100 lbs
N (Not Applicable)
Over 100 lbs
N (Not Applicable)
Push/Pull
12 lbs or less
O (Occasionally)
13-25 lbs
O (Occasionally)
26-40 lbs
O (Occasionally)
41-100 lbs
N (Not Applicable)
N (Not Applicable)
Activity is not applicable to this occupation.
O (Occasionally)
Occupation requires this activity up to 33% of the time (0 - 2.5+ hrs/day)
F (Frequently)
Occupation requires this activity from 33% - 66% of the time (2.5 - 5.5+ hrs/day)
C (Constantly)
Occupation requires this activity more than 66% of the time (5.5+ hrs/day)
Other Physical Requirements:
- Vision (Near, Distance)
- Lift and move totes up to 49 pounds each
- Regular bending, lifting, stretching, and reaching both below the waist and above the head
- Occasionally push and pull wheeled dollies loaded with products up to 100 pounds during site visits
- Engage in full manual dexterity in both hands and wrists
- Walking in the FC and around area with great frequency; facilities are over a quarter mile in length
- Ability to climb ladders and gangways safely and without limitation
- Ability to work in construction /distribution environments that may be noisy, unlit, unheated, not air-conditioned
- Continual standing and/or walking an average of 5 miles daily
- Able to access all areas of building (ascending and descending ladders, stairs, etc.)
WORK ENVIRONMENT
Varies between an office environment as well as all areas located in a distribution center. May be around dust, dirt, and noise levels above OSHA minimum requirements. Use of PPE required
The pay range for this position in Colorado is $83,000-$93,000 per year; however, base pay offered may vary depending on job-related knowledge, skills, and experience. In addition to base pay other considerations include a variable incentive plan, and a range of medical, financial, tuition reimbursement, and/or other benefits, dependent on the position offered. This information is provided per the Colorado Equal Pay Act. Base pay information is based on market location. All candidates will be required to complete an application for consideration.
ELS STATEMENT
The Company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the Company reserves the right to change this job description and/or assign tasks for the employee to perform, as the Company may deem appropriate. By signing below, I acknowledge and affirm that I have r...
