Human Recourses Business Partner

Classification:

Salary

Job Description:

Are you looking for a new challenge? Passionate about innovation? Want to work for a global company that values integrity, teamwork, and loyalty? 

At LATICRETE International, we aim to be the leading construction brand trusted globally for high-performance tile and stone installation systems and building finishing solutions. We’ve been in business for over 65 years, family-owned for three generations, and can be found in over 100 countries. The Hartford Business Journal even named us one of Connecticut’s top family-owned companies in 2017! 

We don't just make innovative, industry-leading products. Our purpose is to improve the built world and the lives of those who build it. We strive to connect with, engage with and improve the lives of our employees, our customers, our partners, and the global communities in which we operate. 

We are seeking passionate and ambitious employees who want to make a difference not just within our organization, but within their communities, our industry, and the world. If that sounds like you, then what are you waiting for? Join the family and expand your horizons! 

Just some of our benefits:

• Medical

• Dental

• Vision

• 401k

• Tuition reimbursement

• 13 paid holidays in addition to paid vacation and sick time

• Flexible spending

• Life Insurance, AD&D and Supplemental Insurance

• 1 week paid plant shutdown between the Christmas and New Year's Day holidays

POSITION SUMMARY

The Human Resources Business Partner is responsible for providing HR Support to specific business units/departments. This position collaborates closely with management teams to gain a deep understanding of their business objectives, challenges and priorities and utilizes this knowledge to develop and implement HR strategies that align with the overall business strategy.   This position is partnered with our Plant Operations team supporting primarily a non-exempt workforce.      

ESSENTIAL DUTIES AND RESPONSIBILITIES

Additional duties and responsibilities may be assigned as necessary. 

Business Partnership (25%):

• Partner with business leaders to identify HR needs and develop effective solutions that address them. 
• Implement HR programs and initiatives including talent management, employee engagement, performance management and succession planning. 
• Coach and mentor employees to support their professional development. 
• Provide guidance on coaching to managers and employees on HR policies, procedures and best practices. 
• Maintain 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.
• Act as change agent to business through process design and approaches that support change and transformation. 
• Conduct regular visits to plant locations partnered with. 
• Partner with hiring manager to interview candidates for open positions.  

Employee Relations (30%):

• Work closely with management and employees to improve work relationships, build morale, and increase productivity, engagement and retention.
• Manage and resolve complex employee relations issues including conflict resolution. 
• Conducts and documents employee investigations.
• Conduct new hire check-in meeting to get feedback both from the new employee and their management. 
• Manages the employee off-boarding process including exit interviews and terminations meetings as required.  
• Document Disciplinary Action as required for policy, procedure and conduct violations.  
• Organize employee events and activities. 

Performance and Talent Development (30%)

• Provide day-to-day performance management guidance to line management (e.g., coaching, counseling, career development).
• Coach and mentor employees to support their professional development. 
• Partner with the Learning and Development team and managers to develop Individual Development Plans.  
• Work with managers to address performance concerns through the Performance Coaching Plan process. 
• Manage internal applicant process for assigned group(s).  Review candidates’ skills, aptitude and experience against position requirements.   Manage and coordinate all communications with internal candidates and provide excellent candidate care throughout the recruiting processes.
• Manage Disciplina