Human Resources Business Partner

About the role

This position is the lead support for Water-Tite manufacturing sites (6) with 50% of the role with generalist duties and other strategic business partner responsibilities. The HRBP will be responsible for efforts regarding organization planning, development, performance management, recruiting, employee relations, compensation and the execution of special programs. All tasks should be aligned with the company’s strategy and be designed to achieve maximum effectiveness and success.

Essential Duties And Responsibilities

• Responsible for key talent and management development including consulting with the organization’s leaders regarding team development and personal/professional development of employees.
• Develops and leads process for regular cross functional movement in the organization.
• Provides leadership in the development of a sustainable high performance/high commitment workforce.
• Drives corporate processes supporting career development, talent management and organizational reviews.
• Conducts Organizational Talent Assessment (OTA) talent reviews and succession plans for the businesses supported and proactively works to achieve the expected outcomes and leadership continuity.
• Advises management as a strategic business partner, change agent, and member of the business unit and functional staff.
• Leads in developing best practices and implementing policies and processes as applicable.
• Manages day-to-day employee relations including problem solving, counseling, coaching, fact-finding, and related.
• Joins with the leadership to champion the IPS Business System.
• Ensures there is effective visual management for the teams supported.
• Directs internal communications regarding site activities, HR programs, business updates and organizational changes ensuring the workforce is informed and engaged.
• Directs recruiting and employment activities to ensure the timely placement of qualified employees in salaried, hourly and temporary positions.
• Develops policies, procedures and controls regarding key HR metrics (safety, recruiting, compensation and benefits, employee satisfaction, on-time performance appraisals, turnover, etc.).
• Led the Engagement Survey process including implementation of actions to improve employee engagement.
• Conducts research into HR programs, policies and employment law and recommend strategies, changes or innovations where appropriate.
• Properly execute corporate policies and HR programs ensuring superior quality, deliver and cost.
• Engages in community relations and otherwise represents the Company to the public when necessary.
• Ensures compliance with employment-related laws. Represent, or aid in the representation of, the Company on related litigation.
• Administers wage and salary policies while ensuring competitive rates of pay and competitive benefits. Conduct benchmarking to ensure competitiveness.
• Proactively spends time engaging with employees in their work environments.
• Travel required up to 10% of time.

Critical Competencies

• Change Management: A combination of mental flexibility, creativity, conceptual ability and judgment. Ability to lead and manage change process for the organization effectiveness. An analytical and effective human resources problem-solver, with a strong strategic orientation; someone who deals effectively with both macro “big picture” issues, as well as detailed tactical activity involved in developing appropriate programs.
• Strong Interpersonal Savvy: A good listener with outstanding interpersonal qualities and a natural, effective consultative style. Someone who is sought out for their opinions and counsel and who can forge and maintain close relationships, both internally and externally.
• Results Driven: An energetic, resourceful and hands on individual with a strong service orientation, someone who commits herself/himself fully to the job and who is dedicated to developing and delivering outstanding work – consistently revisits, rethinks and proactively explores opportunities to improve the Human Resources function, and its support of the organization’s mission and objectives.
• Leadership: Self-starter who leads by example; effective in working with, and through others.

Education And Experience Requirements

• Bachelor’s degree in business, human resources/labor relations or related field required.
• Master’s Degree in business, human resources/labor relations or related field a plus.
• Minimum of 3-5 years in a HR generalist or related role.
• Must possess skills regarding conflict management, counseling/coaching, recruitment & interviewing, compensation, training, safety, problem solving and personnel administration.
• Must possess excellent persuasion and leadership skills to gain consensus regarding organizational strategy and policy that will inevitably involve continuous change and improvement.
• Knowledge of federal, state and local employment laws.
• Excellent knowledge of Word, PowerPoint and Excel.
• Excellent interpersonal skills, verbal, and written communication skills.
• Comfortable speaking in front of groups.
• Organization and time management skills.
• Continuous improvement approach to processes.