What are the responsibilities and job description for the HR Business Partner position at Peter Cremer North America LP?
Job Description
Job Description
Human Resource Business Partner
PRINCIPAL ACCOUNTABILITIES (SUMMARY)
Reporting to the Human Resources Manager the Human Resource Business Partner (HRBP) is responsible for aligning company people strategy with the business strategy in designated Plant. The position develops 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 plant’s financial position, its midrange plans, culture, and competition.
POSITION REQUIREMENTS
Education, Credentials, Licenses :
Bachelor’s degree in human resources, business or related discipline or equivalent combination of education and experience
Professional Human Resource Certification or commitment to obtain certification, strongly preferred
Kind & Length of Experience :
This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.
5 years of experience resolving complex employee relations issues, aligning business and people strategy, in a human resource business partner position in a manufacturing environment.
Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
Skills / Abilities :
An HR Business Partner must be able to work at all levels strategic, operational, and tactical, influence effectively across all levels of a company, and navigate through ambiguity, recognizing when it is appropriate to introduce more structure and process without derailing current production.
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 or related software.
PERFORMANCE MEASURES AND STANDARDS
Consults with leadership / management team, providing HR guidance when appropriate.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal as needed / required.
Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
Manages job offers for new hires, promotions, and transfers
Manages the onboarding process in partnership with plant leadership
Provides guidance and input on plant restructures, workforce planning and succession planning.
Identifies training and or coaching needs for business, departments, and individuals.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
Manage staffing for the plant by partnering with talent acquisition and talent management.
Drive employee engagement
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to propose changes to policy, practice, and resources
Partner with the Plant Manager and Plant Leadership Team to understand the business status, challenges, and support KPI targets
Collaborate with the human resources department to create, evaluate and implement various company policies and processes to ensure we are consistent across the site
Analyzes trends and metrics in partnership with the HR Team to develop solutions, programs and policies.
Monitor job requisitions including entering requisitions, when needed, into the recruiting system and tracking candidates
Ensure job descriptions are current, compliant and maintained
Conducts new hire orientation in rotation with other HR Team Members
Prepare and process termination paperwork
Assists in the administration and processing of worker's comp claims by partnering with EHS&S and in-house claims administrator.
Monitor and administrate unemployment claims
In your absence, you are to ensure that the tasks assigned to you are adequately covered by trained personnel. You are responsible to communicate and work with your manager to ensure your workload is covered when you are out.
Adhere to all Site Environmental, Health, Safety and Security Requirements in accordance with CNA safety program, Local, State and Federal Regulations
Maintain Hazardous waste in accordance with CNA safety program and all Local, State and Federal Regulations
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