What are the responsibilities and job description for the Human Resource Business Partner position at Addev Materials Converting Inc.?
Job Summary:
The Human Resource Business Partner (HRBP) collaborates with management and employees to provide strategic HR support and guidance. This individual will help develop and implement HR initiatives that drive the organizational success and employee satisfaction. This individual will handle a wide range of HR functions to ensure compliance, engagement, and organizational effectiveness.
Responsibilities:
Strategic alignment: collaborate with senior leadership to understand business goals and challenges and develop HR strategies that support these objectives.
Strategic Planning: help the organization become future-ready by focusing on strategic workforce planning, reskilling and upskilling, and succession planning.
Coaching leadership: develop a clear understanding of current and future challenges affecting the people and the organization to coach the key stakeholders and empower leadership to handle people matters.
Employee Relations: Act as a point of contact for employee concerns, providing guidance on HR policies, conflict resolution, and employee development.
Talent Management: Partner with managers to identify staffing needs, manage the end-to-end recruitment process, including job postings, resume screening, interviewing, and onboarding.
Performance Management: Coordinate the performance management process at the local level, provide guidance on goal setting, feedback, and performance improvement plans.
Organizational Development: Identify opportunities for enhancing organization effectiveness and employee engagement. Implement initiatives such as employee surveys, team-building activities, and leadership development programs. Identify training needs and coordinate learning opportunities for employees and managers. Develop and implement initiatives to enhance employee engagement and morale, such as team-building activities, recognition programs, and wellness initiatives.
Change Management: Support the implementation or organizational changes, such as restructuring, mergers, and acquisitions, by providing change management expertise and communication strategies.
Total Rewards: Collaborate with Director of HR & Management teams to ensure competitive compensation and benefits programs that attract and retain top talent. Administer employee benefits program and support employees with benefits-related questions. Assist with compensation analysis and adjustments.
HR compliance: Stay updated on labor laws and regulations for federal and all state and local jurisdictions, ensuring company policies and practices are in compliance with legal requirements.
HR Reporting: Generate and analyze HR metrics and reports to provide insights on workforce trends turnover rates, and other key indicators.
HR Projects: Lead or participate in HR projects, such as policy updates, DEIB initiatives, and HR technology implementations.
Education/Experience:
The Human Resource Business Partner (HRBP) collaborates with management and employees to provide strategic HR support and guidance. This individual will help develop and implement HR initiatives that drive the organizational success and employee satisfaction. This individual will handle a wide range of HR functions to ensure compliance, engagement, and organizational effectiveness.
Responsibilities:
Strategic alignment: collaborate with senior leadership to understand business goals and challenges and develop HR strategies that support these objectives.
Strategic Planning: help the organization become future-ready by focusing on strategic workforce planning, reskilling and upskilling, and succession planning.
Coaching leadership: develop a clear understanding of current and future challenges affecting the people and the organization to coach the key stakeholders and empower leadership to handle people matters.
Employee Relations: Act as a point of contact for employee concerns, providing guidance on HR policies, conflict resolution, and employee development.
Talent Management: Partner with managers to identify staffing needs, manage the end-to-end recruitment process, including job postings, resume screening, interviewing, and onboarding.
Performance Management: Coordinate the performance management process at the local level, provide guidance on goal setting, feedback, and performance improvement plans.
Organizational Development: Identify opportunities for enhancing organization effectiveness and employee engagement. Implement initiatives such as employee surveys, team-building activities, and leadership development programs. Identify training needs and coordinate learning opportunities for employees and managers. Develop and implement initiatives to enhance employee engagement and morale, such as team-building activities, recognition programs, and wellness initiatives.
Change Management: Support the implementation or organizational changes, such as restructuring, mergers, and acquisitions, by providing change management expertise and communication strategies.
Total Rewards: Collaborate with Director of HR & Management teams to ensure competitive compensation and benefits programs that attract and retain top talent. Administer employee benefits program and support employees with benefits-related questions. Assist with compensation analysis and adjustments.
HR compliance: Stay updated on labor laws and regulations for federal and all state and local jurisdictions, ensuring company policies and practices are in compliance with legal requirements.
HR Reporting: Generate and analyze HR metrics and reports to provide insights on workforce trends turnover rates, and other key indicators.
HR Projects: Lead or participate in HR projects, such as policy updates, DEIB initiatives, and HR technology implementations.
Education/Experience:
- Bachelor’s degree in human resources, Business Administration, or related Field
- HR Certification (e.g., PHR, SHRM-CP) is a plus.
- Experience with ICHRA health plans
- 5 Years of experience as an HR generalist.
Required Skills:
- Strong understanding of HR principles, practices, regulations, and labor laws.
- Excellent communication and interpersonal skills to allow for collaboration and be approachable to all level of employees.
- Strong analytical and problem-solving skills.
- Ability to build and maintain strong working relationships with diverse teams, as well as working autonomously.
- Strong business acumen and strategic mindset.
- Proactive and willing to take ownership.
- Be a resourceful problem solver and show adaptability and be flexible.
- Proficient in HRIS and Microsoft Office Suite.
