Human Resources Business Partner

As the leading transit bus manufacturer in the United States, GILLIG buses play a critical role in the environmental and social initiatives in communities across our nation.  GILLIG is on the forefront in the transition to zero-emission vehicles and has an unmatched reputation in the industry for quality, reliability, durability, service, and support.  From initial design through final assembly, each GILLIG bus is designed and built in Livermore, CA. 

WHY GILLIG

• Leader in environmentally friendly mobility solutions including battery electric, hybrid electric, near-zero CNG and clean diesel transit buses
• Renowned for its inclusive team/family-oriented culture
• Stable, successful, and growing organization – a Bay Area business for over 132 years!
• Flexible schedules (*depending on project needs)
• Excellent compensation including company paid medical premiums, generous retirement plan and other comprehensive benefits

ABOUT THE ROLE

We're looking for an experienced HR Business Partner who will support the day-to-day HR needs of the talented leaders we have at GILLIG.  You will partner strategically with functional leaders and employees to support business initiatives that foster employee engagement, development, performance, and improves the employee experience; develop partnerships to deliver value added services that reflect the business objectives of the company; drive the implementation of various HR programs including: staffing, benefits, training, employee relations & communication and performance management; ensure consistent application and documentation of policies and procedures among other related responsibilities.

As an HRBP, you will use your HR expertise, and your knowledge of employee engagement, and change management to get results and to continue to mature the HRBP role toward a true consultative partnership. You will build strong relationships both locally and remotely with the Livermore Headquarters’ office staff, Hayward Parts Warehouse and the Colorado Technology Center (CTC) in Loveland, Colorado, to create authentic partnerships and build real trust. You are able to think and plan strategically but are also equally capable of executing the tactical work.

In this key role your day-to-day work will support the strategic direction for people programs including business objectives, organizational goals, and values. Your high energy, passion and collaborative approach is essential to support the flawless execution of people programs. You will be able to have a significant impact in this highly visible role!

This position has no direct supervisory responsibilities yet, does serve as a coach and mentor for other positions in the department.  You will report directly to the HR Manager at the Livermore, California Headquarters site.

IN THIS ROLE YOU WILL

• Be a trusted advisor who builds relationships of trust and respect across the company to facilitate effective coaching and guidance on leading through significant change, leadership transitions, and overall business execution
• Conduct full cycle recruiting efforts including onsite hiring events, job fairs, agency engagement, and candidate communications
• Advocate for our company culture and ensure culture is central in the choices we make, and the advice HR provides to the company
• Partner with and coach leaders to administer the talent management process with a focus on coaching, talent development, succession, and individual development plans
• Provide day-to-day performance management guidance (coaching, counseling, conflict management, career development, promotions, performance improvement, disciplinary actions, and off boarding, etc.)
• Manage and guide resolution on a variety of complex employee relations matters including disciplinary actions and investigations
• Partner closely with business leaders and talent acquisition to create clear, engaging job descriptions and competitive compensation structure to attract, identify and retain top talent while managing staffing budgets and equity of team
• Participate in the implementation of Human Resources policies, programs, practices, and processes and communicating so employees and managers clearly understand purpose and expectations
• Support diversity, recruiting and retention of employees throughout all HR processes
• Analyze trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Provide HR policy guidance and interpretation
• Administer exit process and complete termination paperwork and system deactivations
• Handle labor relations and human resource inquiries related to policies, procedures, and bargaining agreements; escalate complex mat