Sr. HR Business Partner

Description

For the past 80 years, M&D has led the aftermarket in remanufacturing innovation to address technological advancements and changing customer needs. In the past few decades, we have expanded beyond our remanufacturing roots to develop close (and sometimes exclusive) partnerships with the world’s leading OEMs and manufacturers.

Those partnerships with key suppliers like Bosch, Garrett, Federal Mogul, Cummins, Stanadyne, Holset, BorgWarner, Delphi, Yanmar, Mitsubishi, Denso and others have been critical in honing our remanufacturing capabilities and expanding our parts offering to include new, no core options in fuel injectors and fuel pumps, diesel engine cylinder heads, blocks, crankshafts and connecting rods. M&D also stocks a complete assortment of turbos (new and remanufactured), inframe overhaul kits, filtration and aftertreatment parts including DPFs, DOCs, EGRs, sensors and other engine parts.

Our strong remanufacturing roots combined with our 41 branch locations, a nationwide outside sales team of 25 and our close OEM & Manufacturer partnerships make us unique in the industry – no one understands diesel engine failure analysis and parts better than M&D. WE FUEL UPTIME.

Position Summary

The Sr. Human Resource Business Partner is responsible for driving HR strategies that support growth, culture, and the goals of the department and company.

Essential Duties and Responsibilities:

Compensation:

• Develop compensation bands for each role and location 
• Develop job descriptions for each role with assistance from leaders 
• Utilize multiple tools to assist in developing ranges 
• Input pay ranges in HRIS and tie to each employee for merit process 
• Review each position, location and employee for pay equity and recommend adjustments as needed  
• Manage Anniversary and Annual Merit Programs
• Assist Talent Management and Leaders with Workforce Planning
• Update Employee Handbook monthly/annually
• Write Severance Agreements
• Review Acquisitions and build out the upload tool along with the Talent Management Team

Employee Relations:

• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. 
• Investigate allegations of theft, harassment and other issues
• Train leaders on how to develop employees
• Train leaders on the performance improvement process
• Write or reviews Performance Improvement Plans (PIP) and provides feedback to leaders
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention

Training:

• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Assist Talent Management with training as necessary

Workforce Planning:

• Conducts weekly meetings with respective business units
• Consults with line management, providing HR guidance when appropriate
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Provides HR policy guidance and interpretation
• With Talent Management, develops contract terms for new hires, promotions and transfers
• Provides guidance and input on business unit restructuring, workforce planning and succession planning

Other Responsibilities:

• Lead and develop direct report(s)
• Performs other duties as assigned by manager

Requirements

• Excellent verbal and written communication skills
• Excellent interpersonal and customer service skills
• Excellent organizational skills and attention to detail
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to