What are the responsibilities and job description for the HR Business Partner position at MacQueen?
Job Details
Description
Essential Duties:
MacQueen Equipment is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color or creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, pregnancy, affectional preference, disability, age, marital status, familial status, protected veteran status, status with regard to public assistance, membership or activity in a local commission dealing with discrimination, or any other protected class status. All candidates to whom an
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Description
Essential Duties:
- Executes HR strategies that support MacQueen’s values, vision, and goals. Collaborate with teams to align HR initiatives with business objectives.
- Conducts regular meetings with respective business unit leaders.
- Works closely with cross-functional HRBPs ensuring consistency throughout MacQueen.
- Consults with line management, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
- Partners with Talent Acquisition Leader to fill open positions with top talent.
- 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. Partners with legal counsel as needed/required.
- Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
- Work closely with leadership and employees to improve employee engagement, build morale, increase productivity and retention.
- Partners with area leadership to proactively design and implement employee engagement and retention initiatives.
- Provides HR policy guidance and interpretation.
- Manages leaves of absence and FMLA for the designated business unit.
- Develops contract terms for new hires, promotions, and transfers.
- Provides guidance and input on business unit restructuring, workforce planning and succession planning.
- Works with functional leaders to understand their business units to troubleshoot, problem solve and strategize ensuring that the business is capitalizing on their biggest asset, the employees.
- Creates and maintains relationships with other HR functions through collaboration and teamwork and support project work as needed.
- Identifies training needs for business units.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Ensures compliance with relevant laws and regulations including interpreting and implementing changes in legislation.
- Act as a point of contact for team members regarding benefit-related inquiries, concerns, or issues.
- Advocate for team members in addressing benefit-related challenges and providing guidance on available resources.
- Performs other related duties as assigned.
- Minimum of 5-7 years of experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.
- Excellent verbal and written communication skills.
- Excellent interpersonal and customer service skills.
- Excellent organizational skills and attention to detail.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Proficient with Microsoft Office Suite.
- Bachelor’s degree in HR, Business, or related field
- Experience working with UKG software.
- Typically sits, grasp items and performs keyboarding for frequent operation of a computer.
- Stand, walk, bend, reach or otherwise move about occasionally.
- Lift, move, or otherwise transfer items up to 15 lbs. occasionally.
- Occasional exposure to typical machine shop physical hazards.
- Travel by air or car occasionally.
- $73k-$109k annually
MacQueen Equipment is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color or creed, religion, ancestry, national origin, sex, sexual orientation, gender identity, pregnancy, affectional preference, disability, age, marital status, familial status, protected veteran status, status with regard to public assistance, membership or activity in a local commission dealing with discrimination, or any other protected class status. All candidates to whom an
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Education
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Experience
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Licenses & Certifications
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
Salary : $73,000 - $109,000
