Human Resources Business Partner

Description

Vortex is the leader in Doors/Security Products, Storefront Glass/Glazing, Access Controls and Material Handling Equipment for Commercial, Industrial and Retail Facilities. These products and services are in high demand for all private and public business sectors from Fortune 500 companies to small and emerging businesses. Our diverse list of products and services allows variety and different challenges every day at Customer's sites while providing solutions to keep them safe and efficient.

Due to our continued expansion and growth, we now have an opportunity for a full-time Human Resources Business Partner for our Chicago, IL location.

1. Job Summary & Essential Functions: The following describes in general terms the purpose and scope of the position. An HR Business Partner supports specific functions within a company; they work closely with management and employees "on the front line," providing hands-on and strategic input, insight, and advice on people-related issues: talent management, employee relations, coaching/development, compensation, conflict management, organizational development, and training.  An HR Business Partner plays an essential role in establishing and driving HR programs/talent initiatives forward within specific company functions, while always ensuring they align with a company's business objectives. 

Required Skills & Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, qualifications, competencies, abilities, and any physical demands if required. Physical demands are representative of those that must be met by an employee to successfully perform the essential requirements of this job.

1. Partner with RHOC & TL Leadership:

· Function as key HR strategic business partner with business leadership teams to develop and execute critical business and organizational strategies and align with the Vortex value proposition. 

· Be a credible coach and confidante to the leadership teams, as well as a strong employee advocate. 

· Provide leadership, guidance and counsel on matters related to talent, organizational change, human capital, employee engagement, etc. 

· Develop and execute HR plans, processes, and programs aligned with business objectives, including organizational design, succession planning, talent management/acquisition, goal alignment, employee engagement and communications. 

2. Fiscal & Compensation Management:

· Maintain fiscal responsibility for all expenses, services, outside resources and business practices. 

· Manage training, labor, and resource budgets to support AOP (Annual Operating Plan) and STRAP (Long Range Plan).

· Manage project budgets and initiatives for HR and BU as required. 

· Maintain recruiting costs and budgets such as advertising costs, salaries, relocation expenses, and recruiter / agency fees. 

3. Change Management:

· Serve as expert in change management processes to positively impact organizational effectiveness. 

· Provide guidance and coaching to leadership team on change management. 

· Drive and enable cultural transformation to support a progressive, diverse, and inclusive environment. 

4. Strategy Development and Implementation:

· Develop a sustainable strategic workforce plan for the organization.

· Align HR and OD activities and initiatives with AOP and STRAP and with business value proposition goals and objectives. 

· Proactively seek opportunities to drive efficiency and performance of the HR function to meet needs of the future state of the organization. 

· Provide coaching and guidance to managers on organizational development related matters, including organizational analysis, strategy, structure, and key processes to support organizational/business needs. 

5. Talent Development:

· Provide guidance to leadership on talent management/development and succession planning to ensure the right talent capabilities and bench strength are developed to support current and future business needs. 

· Develop career path opportunities within the organizational structure and provide guidance to leadership on career planning discussions.

· Support and foster growth and professional development of direct reports within Human Resources as well as talent in other functional areas of the organization.

· Provide ongoing coaching and mentoring to staff to drive engagement and produc