Human Resources Business Partner

 Human Resources Business Partner 

LOCATION: Westminster / Maryland (US-MD), United States | BRAND: Knorr Brake Company | REQUISITION ID: 5347 | JOB GRADE:16  | ON-SITE/REMOTE: On-site 

 

 

Knorr Brake Company is the innovative leader in the manufacture and supply of braking systems, passenger doors and climate-control equipment for all types of Mass Transit customers such as: METRO, Light Rail Vehicles, High-Speed Trains, Commuter Rail and Monorail Vehicles for the North America market. We’re part of the Knorr-Bremse Group, the global leader in braking technologies. As part of our team, you’ll collaborate with a world of talented and dedicated colleagues whose sense of purpose complements your own. You’ll find rewarding opportunities, diverse experiences, partnerships, and an unwavering commitment to ethics and integrity. Innovation is part of our DNA. Achievement drives our culture. Learn more today at www.KnorrBrake.com!

 

JOB DESCRIPTION:

The Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated client groups.  The position serves as an advisor and consultant to management on human resource-related topics including talent management, performance management, employee relations, career counseling, training program development and compensation.  The HRBP partners with management to set priorities, drive values, and deliver business results.  The HRBP acts as an employee champion and change agent, demonstrating exceptional interpersonal skills, using thoughtful judgement and diplomacy in interfacing with a wide variety of individuals. The role assesses and anticipates HR-related needs, communicating proactively with our HR department and business management, the HRBP seeks to develop integrated solutions, while cultivating a positive and collaborative environment.  

 

Essential Functions
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Recommends innovative approaches to continuously improve efficiency of department and services performed.
• Partner with senior leadership team on compensation, performance evaluations, succession planning and overall human resources program rollouts. Support performance improvement plans when applicable.
• Partner with managers and supervisors to ensure accurate interpretation and fair application of company policies and procedures.
• Implements personnel policies and procedures. 
• Facilitates and participates in investigations related to employee relations issues, violations of company policies, and inappropriate workplace behaviors. conducts thorough investigations and administers corrective action meetings to effectively resolve concerns/issues. Ensures negative employment actions are handled in a respectful, fair and legal manner. 
• Benefit Administration:  Assist with benefits enrollment for new hires and annual open enrollment process. Supports leave of absences and return to work in conjunction with third party leave administrator, HR team, and operations. 
• Wellness programs:  Assist with Wellness program and events as needed.
• Training/Development:  Partner with leadership to develop skills gap analysis based on current workforce and the skills needed now and in the future.  Assist in the development, training and implementation of employee development programs.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Partners with Shared Services to transition and build administrative processes. Must understand and support all Quality, Product Safety, and Health/Safety/Environmental/Energy policies.
• Must understand and adhere to all relevant statutory or regulatory compliance obligations.
• Must understand, support and adhere to the Integrated Management System policies, procedures and instructions.
• Must understand and support relevant key performance indicators (KPIs), as defined in the goal tree.

Skills and Competencies

Technical Capacity

• • Comprehensive understanding of HR principles, techniques and procedures
  • Experience in using HR strategies to assess and resolve HR issues.
  • Must have a strong knowledge of laws and regulations relating to human resources.
  • Must have general knowledge of benefits administration.
• Must have excellent interpersonal, facilitation, and presentation skills.
• Must be comfortable performing multifaceted projects in conjunction with day-to-day activities.
• HRIS experience required, SAP preferred.
• Must b