Human Resources Business Partner – New Employee Experience

Description

Reporting to the Head of HR (HHR), the Human Resources Business Partner – New Employee Experience (HRBP-NEE) will play a crucial role in welcoming and integrating new employees into MBG. The HRBP-NEE serves as a strategic partner to MBG’s staff and leadership team, with primarily managing the employer brand, talent acquisition, and onboarding through the first 90-days of employment.

This position is responsible for creating a seamless onboarding experience that helps new hires acclimate to MBG culture, understand their position, and become productive members of the team quickly. The HRBP-NEE will work closely with various departments to ensure that all new hires receive the information, tools, and support they need to succeed.

The HRBP-NEE requires a deep understanding of MBG culture, history and overall human resources. The HRBP-BLP will establish and maintain effective working relationships with staff and members of management, providing assistance in the implementation of MBG initiatives. Additionally, this position is a crucial player in the management of MBG’s human resources day-to-day operations. The HRBP-NEE serves as a backup to the Human Resources Business Partner – Benefits, Leave & Payroll (HRBP-BLP) in times of absence or unavailability.

Requirements

MORALES BEVERAGE GROUP VALUES

All-In: Being Accountable; If it’s up to be, it’s up to me.

People: Growing and building partnerships within a family dynamic.

Future Thinking: Innovative and disruptive in our approach.

DUTIES AND RESPONSIBILITIES 

Talent Acquisition

• Monitor MGB’s employer brand and partner with Head of HR to execute improvement strategy (Glass Door, Indeed, LinkedIn, etc.)
• Hold meetings with department leaders to learn the KPIs, KSA of open position(s)
• Ensure proper approvals have been made prior to posting a position
• Collaborate with supervisors to ensure job descriptions, locations, pay and hours are accurate prior to posting the position online then post MBG standardized position online to job boards applicable to the role
• Screen candidates according to the hiring manager’s guidance then schedule second interview with hiring manager

Develop and Implement Onboarding Programs

• Collaborate with HHR to design draft comprehensive onboarding programs that include orientation, training, and mentoring.
• Create drafts and update onboarding materials, including manuals, guides, and welcome kits.
• Coordinate with department heads to ensure role-specific training is provided.

Paperwork and Compliance

• Ensure all necessary paperwork and screenings occur including, drug screens, background screening, contracts, tax forms, and benefit enrollment, are completed accurately and timely.
• Maintain compliance with federal, state, and local employment laws and regulations.

New Hire Orientation

• Conduct orientation sessions for new employees, covering company policies, procedures, and culture.
• Facilitate in-person or virtual open enrollment meetings to ensure new employees understand benefit plans.
• Facilitate introductions to key team members and provide tours of the workplace.

Support and Communication

• Act as the main point of contact for new hires throughout the 90-day onboarding process.
• Address any questions or concerns new employees may have and provide ongoing support.
• Regularly check in with new hires to gather feedback and assess their adjustment progress.

Collaboration

• Work closely with HR, IT, and other departments to ensure all necessary resources (e.g., computer, email account, workspace, entry badge, keys, PPE) are prepared for new hires.
• Collaborate with managers to develop individual onboarding plans tailored to specific roles.

Continuous Improvement

• Gather and analyze feedback from new hires and managers to continually improve the onboarding process.
• Stay updated on industry best practices and incorporate innovative ideas into the onboarding program.

Additional Human Resources Responsibilities

• Triage Employee Relations Requiring Investigation (see SOP for details): 
• HRBP-NEE: Level 1 (HRBP: BLP in absence or unavailability) 
• HRBP-NEE and consult Head of HR: Level 2
• Head of HR: Level 3
• Offboarding: 
• Collaborate with supervisors to ensure proper documentation is in place prior to termination
• Conduct exit interviews 
• Collaborate with HHR to design separation agreements and compensation
• Handle termination process in HRIS and ensure benefits are terminated according to policy
• The HRBP-NEE serves as a backup to the Human Res