Human Resources Business Partner

POSITION SUMMARY

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

ESSENTIAL FUNCTIONS

• Conducts regular meetings with respective business units.
• Consults with location management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance to location management (e.g., coaching, counseling, career development, disciplinary actions, terminations) in order to mitigate risk to the Company.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• Maintain legal compliance of I-9s and other legal documents.
• Manage the selection, assessment and recruiting programs and processes.
• Guide the new hire on-boarding process.
• Ensure comprehensive understanding and adherence to HR policies and procedures, including payroll, compensation, benefits, holidays, and vacation.
• Administer, communicate, and implement HR programs and processes including performance management, rate increases, and incentives.
• Works as a strategic partner with the business leaders to ensure best practices are followed.
• Drive culture change and own accountability for change management.
• Coach supervisors on Code of Conduct and leadership principles to ensure the Company's culture is protected.
• Other responsibilities as assigned

EXPERIENCE AND EDUCATION

TECHNOLOGY