Human Resources Business Partner

 

 

Summary

As an HRBP, you will partner closely with client senior leadership and line managers to deliver HR services that support the company exceeding business goals, driving employee engagement, and enabling talent development within a multi-site, multi-state, dynamic, fast-growing company.

 

Essential Duties and Responsibilities

 

HR Partner & Trusted Advisor

• Proactively builds relationships with assigned clients, through regular engagement to identify areas of improvement in support of business objectives.
• Annual HR Rhythm of the business deliverables achieved on-time: annual performance review, goal setting, people review, mid-year review and employee engagement survey action plans.
• Own the resolution of complex employee relations cases, ensuring compliance with the law, our company values and corporate policy.
• Guide leadership through change management and organizational design efforts tied to program expansions, reorgs, and contract transitions.
• Advises employees and managers on a broad array of employment topics.
• Proactively identifies areas for improvement in all aspects of GTI’s employee experience.
• Collaborate with colleagues in compensation, benefits, talent acquisition, and training & development to implement programs.

      

Employee Relations

• Proactively addresses employee relations issues and advises managers on best practices to encourage maximum productivity and workplace cohesiveness.
• Provides subject matter expertise for all local, state, and federal employment laws and company employee policies. Accurately and thoroughly answers questions about how to interpret and apply laws and policies.  Knows when to seek further assistance from superiors or legal counsel. Is attentive to legal risks and appropriately addresses those risks through escalation, training, or other methods.
• Conducts investigations, keeps records, recommends solutions for approval and implements action plans.
• Facilitates worker off-boarding by completing appropriate paperwork and providing guidance to the departing employee and their manager.
• Conducts exit interviews to analyze any trends and works with management on any identified opportunities for improvement.

 

Employee Development

• Helps identify development opportunities for employees and works with managers to create progression paths for employees to learn, grow and increase their knowledge.
• Coach managers on effective performance feedback and employee development initiatives.

Leaves & Accommodations

• Owns employee leaves of absence with employees, manager and third parties like WA State, Metlife, etc..
• Owns the accommodations process including providing guidance and following procedures for employees seeking medical or other legally defined accommodations. Ensures that applicable laws, policies, and procedures are being followed while empathy for the employee is demonstrated.
• Acts as a subject matter expert on employee medical issues and laws (FMLA, PFML, ADA, etc.)
• Helps employees navigate the various leave options and ensures that policies and procedures are followed. Examine state/federal/policy requirements as well as payroll and benefit impact, retain and track leave request forms and medical paperwork, and monitor situation ongoing for any action required.

 

Other Contributions

• Create and update Statements of Process (SOPs).
• Works with the Talent Acquisition team as needed on issues related to hiring new employees or transferring internal employees.
• Identifies legal risks and recommends or takes actions to mitigate such risk.
• Partners with HSE (Health Safety Environment) colleagues to support site safety compliance and implementation of safety processes and procedures.
• Supports Affirmative Action Plan.
• Leads or contributes to special projects and initiatives as requested.
• Maintains regular attendance including being at work, being on time to work and working until tasks are completed.
• Completes other duties as assigned.

 

Competencies

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