Human Resources Business Partner

Overview

Magnera's purpose is to better the world with new possibilities made real. For more than 160 years, the originating companies have delivered the material solutions their partners need to thrive. Through economic upheaval, global pandemics and changing end-user needs, they have consistently found ways to solve problems and exceed expectations. By bringing together these legacy companies, the distinct scale and comprehensive portfolio of products will bring customers more materials and choices. With a combined legacy of resilience, Magnera will build personal partnerships that withstand an ever-changing world.

The Human Resource Business Partner will oversee the routine functions of the Human Resources (HR) department including hiring and interviewing staff, administering pay, benefits, and leave, and enforcing company policies and practices.

Responsibilities

• Partners with the leadership team to understand and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Serve as a business partner between management and employees by handling questions, complaints, conflicts resolution in all employee relation matters and provide appropriate guidance and paperwork as necessary.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Supports Workers' Compensation ensuring compliance and accurate documentation claims filing and report in support of Operations Management.
• Update job descriptions and conduct exempt/non-exempt classification.
• Administer Unemployment Compensation process and documentation and represent company in unemployment compensation/ insurance matters.
• Identifies training needs for business areas. Partners with Training Department in creation and implementation of learning and development programs and initiatives that provide internal development opportunities for employees.
• Oversees employee disciplinary meetings, terminations, and investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Participates on various corporate corporate and local HR/ employee related committees. Communicates, leads and organizes local committee based events and initiatives.
• Serves as a role model and mentor for other HR staff. Provides guidance, instruction and imparts knowledge to subordinate staff in the HR department.
• Performs other duties as assigned.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field required. SHRM-CP or SHRM-SCP highly desired
• A minimum of three – five years of human resource management experience required.
• 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 verbal and written communication skills, interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills.
• Ability to prioritize tasks and to delegate them when appropriate. Excellent time management skills with a proven ability to meet deadlines.
• Ability to act with integrity, professionalism, and confidentiality.
• Highly proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent management system and train others.

COMPETENCIES:

Initiative/Creativity: Can spot deficiencies and views them as opportunities. Can handle problems and proactively looks for solutions. Curious and seeks to identify and initiate department/business improvements.

Coach & Mentor: Ability to accompany, guide and teach employees in their development to help them assume greater responsibility.  Serves a role model, motivator and leader of teammates.

Growth Mindset: Embraces challenges and risk taking as a means to increase learning. Sees effort as a path to mastery. Can advance in the face of obstacles and remain positive Seeks feedback, learns from others and proactively explores new ideas.

Perseverance: Can identify what needs to be done to meet quota, goals or objectives. Can advance or push ahead in the face of adversity or challenges. Can remain positive.

Planning & Organizing: Ability to plan, organize and prioritize tasks to meet department goals- uses resources wisely. Can effectively direct workflow.