Sr. Human Resources Business Partner

AESC is a world-leading battery technology company headquartered in Japan and committed to research, development, design, manufacture and sales of high-power batteries for EVs and energy storage batteries. AESC has 4,000 employees and 10 production plants in Japan, the U.S., the U.K., China, France and Spain. For the past 12 years, AESC has produced high-performance, extended range batteries for hundreds of thousands of electric vehicles in 44 countries, achieving a record of “zero critical battery malfunction.” 

AESC invests heavily in next-generation technology to drive innovation and works with its strategic partners to continually push the boundaries of performance, safety and efficiency. Its teams work with strategic partners to continuously improve the company’s global leadership in product development, quality and sustainable processes. 

We are currently seeking candidates to fill a Senior Human Resources Business Partner to support our Florence, SC new plant.

JOB SUMMARY

The Sr. Human Resources Business Partner (Sr. HRBP) serves as a strategic partner and provides effective HR operational services and advice to business center leaders, managers, and staff to support the delivery of organizational objectives and outcomes. This position serves as a consultant on all HR-related matters, including performance management, capacity building and talent development, and employee relations. The Sr. HRBP acts as an employee champion, leadership coach, strategic partner, and change agent. The Sr. HRBP manages and resolves complex employee relations issues, guides on and assists in performance improvement, and conducts related issues. She/he works closely with management and employees to improve work relationships, build morale, increase productivity and retention. The position formulates partnerships across the HR function to deliver value-added services to management and employees that reflect the organization’s business objectives. The role includes skilled input into a broad range of HR policy work, developing and implementing capacity building and tailored training programs, managing complex and varied employee relations cases, and ensuring that HR data and reporting is fit for purpose to inform decision making.

ESSENTIAL DUTIES AND RESPONSIBILITIES 

The following description of work to be performed by this individual is not intended to be all-inclusive. Rather, it focuses on the major tasks that must be accomplished. 

• Partners with the business to integrate people strategies with overall organizational strategy.

• Fosters an environment that promotes active employee engagement and coaches / advises managers on a specific best-practice approach to ensure the existence of an engaged and vibrant workforce. 
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Works with AESC’s recruitment partner(s), provides oversight of the overall recruitment efforts for all organizational levels; reviews, approves and assists in writing advertisements; works with managers to screen and interview candidates; makes compensation recommendation on job offers.  
• Serves as one of the AESC benefits relations contact for all employees and works closely with outside vendors to answer / address employees questions / concerns.  
• Serves a key user for the HRIS. Ensures data accuracy and maintenance of critical HR data.
• Gathers and analyzes relevant data, trends, and patterns and identify gaps and priorities, particularly in the areas of talent management, performance management, workforce planning, strategic recruitment, and capability development. 
• Manages the organization’s performance management program, including communications, training, and monitoring.
• Develops recommendations for merit budget; analyzes compensation trends.
• Creates and executes learning strategies and programs. Translates the business/function strategy into long- and short-term people plans, which consider the organization’s leadership, capability, cultural, and structural development needs.
• Organizes e-learning courses, workshops, and other training. Utilize the LMS (Learning Management System) capacity to provide training and development opportunities to all employees.
• Coaches and challenges leaders to support the development of leadership capability.
• Possesses ability to provide training / development to employees at all levels of the organization in compliance with identified needs of the individual / organization.
• Leads the evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Assesses the success of de