Human Resources Business Partner

ABOUT OPTA
From our roots providing sand to local foundries in the 1880's, Opta has grown to an international group of companies committed to delivering optimal results for our customers. Opta's purpose is to create solutions that enhance productivity and set new standards for industrial performance. Our mission is to consistently deliver custom-engineered additives, specialty equipment and technical expertise that solves complex challenges, optimizes process and drives long-term success.


OPTA CORE VALUES
• SAFETY: We put safety first on our processes, our products and our culture to protect people and ensure long-term operational success.

• PEOPLE: We invest in our people because their expertise drives the solutions that power our success.

• CUSTOMERS: We build lasting partnerships by understanding our customers' challenges and delivering customized solutions that meet their unique needs.

• INNOVATION: We continually seek smarter, more effective and innovative ways to deliver solutions, blending creativity, data-driven insight and practical application.

• SUSTAINABILITY: We engineer solutions with efficiency, responsibility, and sustainability as our foundation, optimizing performance today, while strengthening the resilience of tomorrow's operations.


Position Summary
The Human Resources Business Partner (HRBP) provides technical expertise across a wide range of HR areas such as employment and labor law, employee relations, labor relations, leadership development, organizational development, strategic HR planning and partnership with the business, employee engagement. They will contribute to the overall human resources strategy, and lead on organization wide HR projects and initiatives along with HR projects and initiatives supporting their region, and will be responsible for the delivery of the day-to-day activities for their region. The HRBP is well-versed in HR best practices and serves as the first line of partnership to managers and employees on all HR matters. The HRBP addresses and advances complex issues, ensures training and development and performance management objectives are met. While based in the Pittsburgh area, the position would include 50% travel to facilities in both the USA and Canada. Strong manufacturing/industrial industry background required.
Key Responsibilities
The HRBP will be responsible for the following duties and tasks, among others:
• Regularly meet with Plant Managers and Leaders to provide coaching and strategic value-add advice on all HR matters.
• Complete monthly HR dashboards to review with Plant Managers to provide greater insight into trends affecting the business, resulting in greater data driven decision making at the plant level.
• Responsible for employee and manager inquiries about HR policies, processes, Dayforce, etc.
• Lead or assist on a variety of employee relations issues, incidents, investigations, and complaints. Resolve disputes and provide recommendations to managers regarding disciplinary process.
• Maintains timely and accurate employee data in our HRIS, Dayforce and payroll trackers.
• Process employee changes such as transfers, promotions, terminations, changes in job classification, salary increases, and other related employment changes in Dayforce. Document changes to employees where required via letters, memo’s, etc. Communicate changes to HR team, and record all changes on payroll tracker.

• Partners with leaders and Talent Acquisition team on hiring needs and talent pipelines, ensuring a clear understanding of the needs of the business and makes recommendations as appropriate. Assist in recruitment process, as needed, including job descriptions, job postings, interview process and other relevant pre-employment tasks.
• Work in partnership with regional leaders, the VP, HR, and external vendors, to develop training and development programs to enhance leadership and employee capability within the region and wider organization.
• Ensure all annual/cyclical processes are successfully rolled out, and monitor completion rates for the region, for succession planning, performance management, annual compensation. Provide guidance and training to employees, and leaders as necessary, including creation of training materials, delivery of training sessions, etc.
• Lead, support, and develop strategic Human Resources initiatives while partnering with senior leadership and Human Resources team.
• Ensure compliance with all labor laws and government regulations for your region (including various Federal and State level laws in the US, along with provincial legislation in Canada for your region). Stay current on regulatory changes.
• Conduct disciplinary meetings, including terminations, exit interviews, etc., for your region. Prepare the associated documentation of the