HR Business Partner

Provides HR support to assigned business unit(s)/ department(s) within their location, with focus on:

• Understanding, supporting, advising and partnering with management to effectively drive business results and achieve company goals.
• Implementing, championing, administering and monitoring people-related programs and initiatives aligned with applicable laws/regulations, local business objectives, broader company goals and the strategic plan.
• Working with management to create a positive experience for employees throughout the employment life cycle via recruitment processes, performance/compensation management, training & development, and succession management programs.

Day-to-Day Role:

• Follow and commit to meet Key Performance Indicators (KPI’s) for safety, quality, production, efficiency, and service requirements.
• Follow practices and processes intended to provide safe products that comply with appropriate laws and regulations, meet the company quality standards. 
• Follow and commit to safety and GMP (Good Manufacturing Practices) 
• Effectively handle most day-to-day situations that arise. 
• Operate as a trusted advisor to management, and have the ability to take on, and manage projects/assignments with a limited scope and moderate level of direction/guidance.
• Administer, interpret and explain HR policies, procedures, laws, standards, or regulations; conduct training for employees/managers as needed.
• Support, consult, train and coach all levels of the management team regarding people-related laws, policies, programs and issues to help managers make informed decisions, which ultimately advance business objectives. Collaboratively influence and/or challenge perspectives when appropriate.
• Prepare and maintain employment records related to events such as hiring, terminations, leaves of absences, transfers, disciplinary actions or promotions.
• Coordinate, administer and support various HR programs/initiatives, using continuous improvement methodologies to monitor programs for efficiency/effectiveness.
• Conduct new employee onboarding/orientation as needed.
• Partner with management to address organizational effectiveness issues using root-cause analysis and process improvement methodologies.
• Develop and/or implement recruitment strategies in line with current and long-term goals of the organization in a manner consistent within legal guidelines and relevant affirmative action plans.
• Generate, monitor and interpret various reports as required to provide the local management team clear, accurate and actionable information to help make informed business decisions.
• Monitor employee satisfaction and engagement though various methods such as pulse surveys, and stay/exit interviews.
• Provide counseling/coaching for all employees, including management, regarding employee relations matters.
• In consultation with management, administer disciplinary actions and terminations in accordance with corporate guidelines and applicable local, State and Federal laws.
• Support, counsel and coach management regarding interviewing candidates, hiring, terminations, promotions, performance reviews, leave management, etc.
• Assist in auditing the floor as required by Leader Standard Work, monitor productivity metrics, verify adherence to procedures / standard work and correct deficiencies as necessary. 
• Gain an understanding of business areas supported

Core Skills and Qualifications:
The ideal candidate must possess all of the following:

• Bachelor’s Degree and three (3) years of progressive HR experience. Equivalent combination of education and experience will be considered.
• Experience consulting management on complex employee relations, and organizational effectiveness issues.
• Experience using Microsoft Office, including the ability to create basic reports, documents, presentations and spreadsheets in MS Word, MS Excel, and MS PowerPoint.
• Solid understanding of common local, State and federal HR/employment-related laws and regulations, such as FMLA, FLSA, ADA, etc.
• Ability to develop creative solutions to non-routine problems, master new concepts quickly and efficiently, and to turn concepts into practical application/action.
• Solid understanding of key HR metrics and a general knowledge of principles/practices of HR.
• Experience using root cause analysis and/or other process improvement methodologies.
• Strong presentation, organizational, and analytical skills.
• Experience using HRIS software
• Ability to maintain confidentiality.
• Demonstration of minimum proficiency with the English language in order to ensure effective new hire training and