HR Business Partner

The HR Business Partner is responsible for leading and executing local and Corporate HR practices and initiatives that will achieve overall business goal. The incumbent will act as a consultant and adviser to Leadership in the effective management of their workforce through employee relations, training and development, compensation, engagement, compliance, talent acquisition, performance management, HR program administration (Benefits, Recognition, etc.), change leadership and talent management. The HR Business Partner must be a skilled problem-solver with a continuous improvement mindset who likes to find creative solutions to help others. The position is also responsible for the execution of additional continuous improvement initiatives identified as business priorities. All activities shall be in alignment with the Company’s objectives and strategy and be designed to achieve maximum effectiveness and success. 

The position is broad in scope and the successful incumbent will be energized by a hands-on role, be highly productive and able to handle a variety of tasks and will have a customer-centric mindset with the objective of providing an excellent customer experience. The role is both strategic for the local facility and hands-on, providing full cycle Human Resources leadership and support.

KEY RESPONSIBILITIES 

• Lead hiring, onboarding, and implementation of all HR processes.
• Apply a sound understanding of business strategy and goals. Move strategy to action by recommending and implementing new approaches and actual business solutions to effect continual improvements in business objectives, productivity and the development of HR within the company.
• Provide effective and timely counsel, coaching & mentoring at the senior management level particularly in the areas of talent management, employee engagement and employee relations / communications.
• Collaborate with leadership to develop and implement processes and tools that foster higher productivity, quality, safety and improved engagement / retention of workforce.
• Embrace a continuous improvement mindset while providing leadership and change management expertise in support of manufacturing business initiatives, projects, and changes.
• Build positive, meaningful relationships with management and employees in order to act as a vital resource and trusted advisor.
• Demonstrate self-awareness, accountability and transparency. Holds self and others accountable. Takes responsibility and ownership when appropriate.
• Facilitate ongoing Talent Management processes such as Strategic Organizational Talent Assessment, Succession Planning and Talent Reviews. Provide managers with strategic direction regarding organizational structure and approaches to leverage staffing & talent needs.
• Manage, monitor, and report on key performance indicators for the HR department as established by local, division, and corporate value drivers.
• Design polished, relevant and timely internal communications in order to keep our workforce engaged and informed.
• Develop new policies, programs and culture-building initiatives to drive deeper employee engagement.
• Continually seek opportunities for improvements and implement “best practice” initiatives that streamline transactional activities, increase productivity, reduce costs, and improve customer service.
• Drive problem-solving activities to resolve department and business issues and inefficiencies and increase employee satisfaction.
• Coach and counsel management and employees in the interpretation and application of HR and organizational policies and procedures, assuring fairness and consistency.
• Ensure the resolution of complex employee relations issues by overseeing and/or conducting effective, thorough and objective investigations.

Critical Competencies

• Critical Thinking: Makes decisions and solve problems based on critical thinking. Demonstrated ability to collect and analyze complex data, establish facts and draw valid conclusions where limited information exists.
• Customer-Focused: Proactively seeks and responds to voice of customer in an attempt to provide the highest standards of service.
• Communication: Communicates accurate and complete information in a timely and transparent manner. Ability to communicate effectively with all levels of the organization.
• Influence: Strong business acumen with the ability to inspire and motivate and influence culture to create alignment between business goals and HR processes.
• Problem-Solver and Decision-Maker: Demonstrates creative and innovative thinking to think about, understand and creatively handle complex ideas, problems and situations.
• Business Competence: Ability to link HR, people and development matters with business goals.
• Interperson