Human Resources Business Partner

Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.

Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.

Learn about our company culture directly from our team.

YOU

As an HR Business Partner (HRBP) for the Gallatin and West Chicago branches, you will align HR initiatives with business goals, acting as a strategic advisor to leadership and an advocate for employees. You will drive talent management, employee relations, performance management, and compliance, while fostering a positive workplace culture. By bridging HR and business needs, you will support change management, process improvements, and workforce success.

WHAT YOU'LL BE DOING(% of Time)

Attract, hire and engage a no-equal workforce (40%)

• Assist leadership in organizational structure design, modification and change to meet current and future business objectives.
  • Assist in the evaluation of spans of control, levels of management, and planning for communication of organizational changes to employees.
  • Identify material shifts in talent needs required to meet future business demands and create a realistic plan to deliver these capabilities at the right time.
  • Influence Managers and train/coach HR Generalist in the development and maintenance of job matrices (level cutters) to ensure employees know the skill levels required by the organization for promotions and effectiveness in the role.
  • Communicate with Director of Total Rewards regarding upcoming organizational changes impacting compensation framework, manager feedback and opportunities for improvement.

• Work with leaders and talent acquisitionto ensure time to fill and quality of hire goals are met.
  • Monitor Talent Acquisition process and leadership effectiveness and develop, drive and/or oversee improvements at the branch as necessary. Communicate with manager of talent acquisition hiring needs, significant changes, and manager feedback and identified opportunities for improvement.
  • Participate in the interview process as necessary.
  • Drive a high-impact onboarding process to quickly engage new employees and ensure their success and retention.Closely monitor results of onboarding surveys, analyze results and suggest program modifications.
  • Communicate with leader of L&OD manager feedback and identified opportunities for onboarding program improvement.

• Ensure branch/department leadership is aware of current employee engagement level and morale collected and assessed through various sources including focus groups, company culture and leadership survey, etc. Engage department/branch leadership to create action plans, develop processes and programs to address opportunities to improve employee engagement and morale.

• Drive and Support a Values-Based Culture
  • Be a trusted Advisor and Coach who drives and supports the organization's culture.
  • Work with leaders to ensure business operations, decisions and processes are consistent with the stated culture. Where the "walk fails to match the talk", take decisive action to reconcile the two.
  • Appropriately challenge the way work gets done and propose new processes, structures and people better able to capitalize on future business opportunities.
  • Anticipate the needs of the workforce and ensure these needs are adequately addressed relative to the SST culture and business strategy.

Elevateleadership capabilities and prepare the next generation workforce. (30%)

• In partnership with L&OD, ensure the success of the Strong Leaders and Emerging Leaders programs. Drive participation and engagement to ensure program is successful and results in an increase in leadership skills and effectiveness.
• Prepare presentations and/or deliver prepared HR/Leadership related content to the organizations that you support as needed.
• Assist leaders in creating high-quality development plans to meet career aspirations. Coach leaders to develop their skills and competencies. Invest personally in identifying and preparing future leaders across the enterprise, keeping and eye out for underrated or underdeveloped talent.
• Work with the branch/leadership team to increase team effectiveness. Advise senior leadership on opportunities for improvement, alternatives and approaches.
• Coach and counsel leaders to drive performance of employees. Manage and resolve employee relations issues. Mentor/Coach HR Generalist to effectively mediate disputes and assist employees in addressing concerns with managers. Support HR Generalist in conducting thorough and legally defensible investigations. Partner with legal counsel as needed/required. Provide HR policy guidance and interpretation.
• Drive the review and analysis of branch/department people metrics. Meet regularly with branch/department leadersto discuss key metrics (retention, onboarding surveys, time to fill goals and any other metrics identified by the leadership team as critical). Design new and/or modify programs, processes and initiatives as necessary to address challenges identified. Provide feedback to Home Office leadership team to ensure feedback is incorporated in programs as appropriate. Provide regular updates and status of actions to branch/department leaders to get feedback and input.
• Champion the performance management process. Ensure the leadership team is equipped to translate the branch/department goals into department and individual goals. Ensure leaders are well prepared and trained to create challenging and measurable goals, and conduct effective performance and development programs. Continually gather feedback to understand how the process can be improved to drive more organizational success. Provide feedback to Home Office leadership team to ensure feedback is incorporated in program as appropriate

Implement sustainable and scalable processes, tools and technology to enable effective HR delivery by increasing the efficiency and effectiveness of HR. (20%)

• Present, communicate, coordinate and administer company-wide programs, training and policies to branch/departments. Ensure branch/departments are well informed of the programs, understand the objectives and benefits of programs.
• Gather input on the goals and priorities of department/branch leadership members. Create, communicate and execute HR action plans and local policies, programs, and processes to assist leadership in meeting the objectives. As necessary, revisit leadership goals to ensure HR priorities and programs are aligned.
• Oversee the team in processing of new hires, changes and terminations branch/departments supported. Drive efficiency of processes while maintaining high levels of employee experience. Collaborate with Manager of HR Operations to streamline processes and procedures.

Lead, mentor and develop your team. (10%)

• Support employees by setting clear expectations, providing resources, recognizing contributions, fostering a positive work environment, and connecting their work to the company mission.
• Communicate performance feedback, coach for growth, and manage the full Performance Management process (goal setting, mid-year check-ins, year-end reviews).

DESIRED SKILLS AND EXPERIENCE
If you can do everything listed above, you've got what it takes. Perhaps some of the following would be helpful too:

• Bachelor's Degree in Business or related field preferred.
• At least 5 years of experience in progressive human resources experience. Facilitation and or training skills. Ability to lead training courses and/or deliver engaging presentationsrequired.
• At least 2 years experience managing others
• HR Certification such as: HRCI/SHRM-CP/SHRM-SCP or related certification.
• Organizational awareness - Accurately diagnose organization issues, develop solutions and implement action plans. Understand the business operations from both a strategic and tactical perspective.
• Collaborates - Credits others for their contributions and accomplishments. Encourages people to express their views openly. Facilitates effective collaboration among coworkers and external partners. Involves others in making decisions on behalf of the group.
• Self-management - Set priorities, goals and timelines to achieve maximum productivity. Manage multiple projects and competing priorities. Display a high level of initiative, effort, and commitment towards completing assignments in a timely manner. Ability to maintain confidential information
• Speaking and communication- Communicate verbally in an appropriate way for the audience he/she is speaking to. Communicate effectively with co-workers. Listen with full attention to what others are saying, making sure to understand the needs being expressed, asking questions as appropriate without interrupting at an inappropriate time. Ability to effectively present information to top management, customers, and other groups.
• Decision Making & Judgment - Ability to balance analysis, wisdom, experience, and perspective when making decisions. Ensures Accountability - Accepts responsibility for successes and failures of own work and the team's work. Holds self and team accountable for outcomes (e.g., achieving goals and complying with policies and procedures). Monitors metrics and milestones to chart progress against expectations and accountabilities. Designs feedback processes into the work.
• Influences - Ensures that positions satisfy the needs, interests, and concerns of others. Promotes or asserts positions with conviction and a compelling rationale. Is able to win concessions during negotiations without damaging relationships. Persists and holds firm appropriately without too much pushing or compromising.
• Instills Trust - Demonstrates consistency between words and actions, gaining others' trust. Models reliability and ensures that the team meets its commitments. Maintains honesty and authenticity and encourages others to do the same. Is trusted to represent or protect the interests of others fairly.
• Attention to detail - Monitor and review work for accuracy and completeness. Complete work according to procedures and standards. Maintain an organized workspace. Understand verbal instructions.
• Develops Talent - Ensures that qualified successors are identified and ready for key team roles. Fosters an environment that encourages and enables others to build skills and develop their careers. Provides useful real-time coaching to others. Recommends developmental activities and stretch assignments to others.
• Drives Results - Pushes others to achieve results. Leads others to persist despite setbacks or obstacles. Fosters a sense of urgency in the team for reaching goals and meeting deadlines. Drives a track record of success for the team.
• Ensures Accountability - Accepts responsibility for successes and failures of own work and the team's work. Holds self and team accountable for outcomes (e.g., achieving goals and complying with policies and procedures). Monitors metrics and milestones to chart progress against expectations and accountabilities. Designs feedback processes into the work.
• Manages Complexity - Coaches others to analyze information and evaluate alternatives to solve problems. Defines complex issues clearly despite incomplete or ambiguous information. Draws on multiple perspectives and sources to better understand and solve problems. Asks the right questions to stimulate critical thinking and help others accurately analyze complex situations.
• Microsoft Office and computer skills - Ability to utilize Outlook, Word, Excel, PowerPoint, Internet Explorer and other digital platforms/systems to effectively complete work.

PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

PHYSICAL REQUIREMENTS

While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.

WORK ENVIRONMENT

This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.

TRAVEL REQUIRED

This job requires 40% domestic travel. International travel may be added as needed.

WORK STATUS & LOCATION

This full-time, exempt position is located in Gallatin, TN.

RELOCATION

Relocation is not available for this position.

PAY

$105,000 - $178,500 / year

REWARDS AT SIMPSON STRONG-TIE

We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.

• Quarterly Bonuses/Commission:You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue - directly or indirectly - and should be rewarded by sharing the company profits.
• Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.

In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.

Please note all job offers are contingent upon a successful background investigation and drug test. Simpson Strong-Tie's drug policy is based upon Federal Law, and therefore will screen applicants for amphetamines, including methamphetamines, cocaine, phencyclidine and opiates.

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