HR Business Partner

Key Responsibilities

• Partners with employees and management to communicate and give guidance on various Human Resources activities, policies, procedures, laws, standards, and government regulations.
• Investigates employee relations issues including employee complaints, policy violations, grievances, harassment allegations, civil rights, and other complaints.
• Counsels employees in the performance management process including corrective action, goal development, and IDP process.
• Maintains and coordinates employee recognition programs.
• Administers and counsels employees in the performance management process including corrective action, goal development, and IDP process.
• Interviews, screens, and recruits job applicants to fill production, maintenance, and other job openings (hourly and salaried non-exempt).
• Maintains working relationship with Union officials and adheres to terms of labor agreement by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.
• Represents management in the intake and initial investigation of grievances, ensures compliance with the grievance process, and maintains grievance log.
• Assists in evaluation of reports, decisions and results of department in relation to established goals.
• Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement.
• Creates, facilitates, and/or provides training to the workforce.
• Maintains and makes appropriate employee-related changes in the HRIS system and local files.
• Maintains and coordinates employee and community relations programs.
• Conducts new hire HR onboarding and coordinates onboarding schedule.
• Drives activities to positively influence retention and engagement of employees.
• Develops and maintains effective labor/management relations programs and policies.
• Effectively manages between administrative and professional level support responsibilities while meeting the varying deadlines for each.
• Uses delegation skills to enlist help of plant administrative team as needed to facilitate completion of HR department action items.
• Provides customer support to a wide variety of employees, ranging from front-line to executive-level.
• Acts as a key business partner for facility supervision and management.
• Identifies potential labor and employee relations concerns and keeps HR Manager and other key business partners informed as the concerns are addressed.
• Functions as a Company and Employee Advocate.

Required Skills

• 5-7 years HR experience including 2-3 years of relevant labor relations experience
• Knowledge of HR basics related to the major responsibilities of the role
• Experience preferred in a manufacturing environment, employee or labor relations, employee engagement, leadership development, and training
• Employee and labor relations
• HRIS administration
• Record keeping
• Employee Engagement
• Communication programs
• HR Specialist level experience in Training, Employee Development, Talent Acquisition, Benefits and Compensation will be helpful

Education, Certifications & Licenses

• 4-yr degree in HR Management, Labor Relations, or similar
• HR Certification preferred (HRCI, SHRM, or similar)