What are the responsibilities and job description for the People & Cultures Business Partner position at MRA Recruiting Services?
People & Culture Business Partner Nordex West Branch, IADo you want to be part of an agile team where colleagueship truly matters?As a global company, we interact with a variety of people and cultures. Integrity, Respect, Colleagueship and Ownership are the unifying force for all departments and regions around the world. It’s the individual that defines the team. And it’s the team that makes the difference. Join the #TEAMNORDEX and shape the future of energy with us.Position Summary:The role of People and Culture Business Partner for Nordex USA Manufacturing LLC directly supports the company mission to develop and deliver clean power plants that make 100% renewable energy a reality for the world. As the People and Culture Business Partner, you will play a pivotal role in aligning staff to business objectives, recruiting the right talent while enhancing recruitment efforts, enhancing staff performance, supporting employee development, planning strategic Human Resources initiatives, communicating role expectations, designing succession plans, maintaining staff relations, managing internships, updating policies and practices, overseeing initiatives, and serving as a consultant to management for Nordex USA Manufacturing LLC on People and Culture related issues. The successful People and Culture Business Partner will act as an employee champion and change agent while assessing and anticipating People and Culture-related needs. The People and Culture Business Partner also formulates partnerships across the People and Culture function to deliver value-added services to management and employees that reflect the business objectives of the organization.What you’ll do:
- Acts as the point of contact and sounding board for managers, working with Leadership, developing a Communication Strategy and Engagement Strategy for the whole company.
- Determines the course of action for Diversity and Inclusion requirements.
- Develop a standardized and consistent Onboarding and Orientation program for all employees at all worksites in alignment with brand and Standard Operating Procedures.
- Engineer a Training Roadmap based on compliance audit and gaps; Design a Coaching program and Development plan for succession in correlation with training.
- Conducts weekly meetings with respective business units.
- Consults with line management, providing the VP of People and Culture guidance when appropriate.
- Manages and resolves complex employee relations issues.
- Analyzes trends and metrics in partnership with the People and Culture group to develop solutions, programs, and policies, and develops metrics to inform business decisions.
- Conducts effective, thorough, and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of personnel; reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to line management (coaching,counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides People and Culture policy guidance and interpretation.
- Develops contract terms for new hires, promotions, and transfers.
- Assists international employees with expatriate assignments and related P&C matters.
- Provides guidance and input on business unit restructuring, workforce planning, and succession planning.
- Participates in the hiring process.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in the evaluation and monitoring of the success of training programs. Follow-up to ensure training objectives are met.
- Bachelor’s degree required in Human Resources, Psychology, Business Administration, or related field.
- Advanced degree in Human Resources Management, Organization Development, or Business preferred.
- PHR or SPHR Certification is strongly preferred.
- 5 years of working experience in an HR Generalist capacity or HR Business Partner capacity, specifically professional development, training, and employee relations.
- Wind Energy industry experience is a plus.
- Working in an HR function within a Manufacturing facility is a plus.
- Demonstrates a strong understanding and experience working with multiple human resource disciplines, for example, employee relations, compensation practices, organizational diagnosis, performance management, staffing, and state and federal employment laws.
- Familiarity with state and federal employment laws and HR best practices in operations is a necessity for key areas, for example, in the areas of recruitment, compensation and benefits, and training and development.
- Proven and successful experience executing organizational change programs as delegated by senior management.
- Advanced Microsoft Office experience, specifically Excel, PowerPoint, and Word.
- Excellent communication skills,analytical skillsandproblem-solving skills.
- Proactive nature and people-oriented with excellent interpersonal skills.
- Meticulous attention to detail and highly organized.
- Performance Management.
- Personal Effectiveness/Credibility.
- Must be willing to travel as often as needed
- Requires travel to various Wind Farm sites and other locations throughout the United States and Canada as necessary.
- Driving is an essential function of the job. Must possess a full valid driver’s license and be insurable under our auto insurance policy. This position will be subject to periodic driver’s abstract checks to confirm continued insurability.
- Paid Time Off - Three (3) weeks accrued (120 hours)
- Medical & Pharmacy Insurance with multiple options to best meet your needs
- Health Savings Account (HSA) with Employer Contribution
- Flex Spending Account (FSA)
- Dental Insurance
- Vision Insurance
- Short-Term / Long-Term Disability Insurance
- Life and AD&D Insurance
- 401(k) with Employer Match
- Student Debt Repayment
- Tuition Reimbursement
- Employee Assistance Program (EAP)
- Parental Leave
- Calm Subscription
- Gym Membership Reimbursement
- Accident Insurance
- Legal Plans
- Spot Pet Insurance
- Auto and Home Insurance
- And much more…
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Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.
As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.
We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.
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