Sr. Human Resources Generalist/Human Resources Business Partner

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.

Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.

Learn about our company culture directly from our team.

YOU

As a Sr. Human Resources Generalist, you will fully engage with the organizations that you support by partnering with leaders at every level in all day-to-day Human Resources management activities including but limited to: onboarding, compliance with policies and local/state/federal laws, employee relations, Workday administration, performance management, disciplinary actions, terminations, etc. As the Sr. Human Resources Generalist, you will ensure the company’s culture is considered in all actions, decisions and interactions in which you are involved, and continually look for opportunities to improve processes which provide better results for the benefit of employees, managers and the company overall. In addition, as the Senior Human Resources Generalist you will assist in the development of the HR team by mentoring/coaching HR Generalist, Coordinators and other HR team members on all aspects of HR. 

This position is located in Plano, TX.

WHAT YOU’LL BE DOING (% of Time)

Partner with leaders to attract and engage a no-equal workforce. (40%)

• Assist leadership in organizational structure design, modification and change to meet current and future business objectives.   
• Assist in the evaluation of spans of control, levels of management, and planning for communication of organizational changes to employees. 
• Identify material shifts in talent needs required to meet future business demands and create a realistic plan to deliver these capabilities at the right time. 
• Influence Managers and train/coach HR Generalist in the development and maintenance of job matrices (level cutters) to ensure employees know the skill levels required by the organization for promotions and effectiveness in the role. 
• Communicate with Director of Total Rewards regarding upcoming organizational changes impacting compensation framework, manager feedback and opportunities for improvement.  
• Participate in the interview process as necessary.
• Mediate disputes and assist employees in addressing concerns with managers. Maintain in depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Conduct thorough and legally defensible investigations. Anticipate problems whenever possible, and develop, recommend and initiate appropriate steps for resolution.
• Partner with leaders to ensure ongoing, effective feedback that supports consistent and fair performance management.
• Partner with leaders to drive employee engagement using various tools and business strategies.
• Drive and Support a Values-Based Culture
• Be a trusted Advisor and Coach who drives and supports the organization’s culture. Analyze employee trends to create initiatives that will drive employee engagement, performance and culture. 
• Support and properly apply and enforce Simpson policies and practices. Assist in the establishment of new policies as needed. 
• Support consistency in compensation practices throughout all levels of the organization.
• Provide support to leaders regarding coaching and disciplinary action to ensure a consistent approach across the organization(s). 

Elevate leadership capabilities and prepare the next generation workforce. (35%)

• In partnership with L&OD, ensure the success of the Leadership Development program. Drive participation and engagement to ensure program is successful and results in an increase in leadership skills and effectiveness. 
• Prepare presentations and/or deliver prepared HR/Leadership related content to the organizations that you support as needed.
• Assist leaders in creating high-quality development plans to meet career aspirations. Coach leaders to develop their skills and competencies.  Invest personally in identifying and preparing future leaders across the enterprise, keeping and